architecture of interviews gayle laakmann mcdowell

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6/13/2016

1

Gayle L. McDowell | Founder / CEO, CareerCup

gayle in/gaylemcdgayle

The Architecture of InterviewsConsistency + Efficiency + High Bar + Happiness

June 7, 2016 | Talent42

&candidates arefrustrated confused

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gayle in/gaylemcdgayle 3Gayle Laakmann McDowell

TheyDon’t

Know…

How many interviewsWho will be interviewing If they’ll code? How?What they need to know How decision gets madeWHY?

Lots of myths (and misinformation)!

&&companies need

consistency efficiencyhigh bar happiness

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Consistency & EfficiencyConsistency Outcome Process Questions

Efficiency Speedy process Able to expediteMinimal overheadMinimal false

negatives

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High Bar & HappinessHigh BarMinimize false

positives Good, adaptable

people

Happiness Enjoyable experienceMakes company look

good Transparency

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The ProcessResume SelectionResume Selection Intro Call w/ RecruiterIntro Call w/ Recruiter

Email that outlines processEmail that outlines process

Code AssessmentCode Assessment

Phone InterviewPhone Interview~4 onsite interviews~4 onsite interviewsDiscussion & DecisionDiscussion & Decision“Sell” Call / Dinner“Sell” Call / Dinner

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StuffI’ll

Discuss

Bar Raisers vs. Hiring Committees Offline Work

Homework vs code assessment tools Question Style

Knowledge, algorithms, pair programming Coding Platform

Real code vs. pseudocode Whiteboard vs. computer

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Bar Raisers or Hiring CommitteesSo different, yet so similar

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Bar Raisers and HCOffer transparencyOffer consistencyKeep bar highFacilitate changeCan override manager

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Hiring CommitteeCons Overhead Delays Un-empowering Can feel “black box” Need good feedback

Pros Cross-company

consistency Keeps bar high Easier to improve

process

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Who’s it good for?Companies that:

See 5 or more dev candidates per week Want to improve process Hire for company, not team Are not very knowledge focused

Easier to implement early!

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Hiring Committee: Best PracticesMeet at least 2x per weekMultiple HCs:

Beware of bar creep / inconsistenciesLet interviewers observe HCTrain interviewers to write feedbackQuality of decisions rests on feedback

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Bar RaisersCons Need consistency

across company Need to scale team

ProsMany of HC benefits:

Consistency High bar Transparency

But easier to implement No bottleneck

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Bar Raisers: Best Practices Select people who are inherently good

Experienced at interviewing Nice, empathetic Smart & can challenge candidate

Train them thoroughly Empower them Assign outside of teamWatch out for scale/exhaustion!

Offline AssessmentsHomework, code assessment tools, etc

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Offline AssessmentsHomework Projects Code Assessment Tools

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Homework ProjectsBigVery PracticalSome love thisLess cheating

Except: algos

Too immediateNeeds eng time Disproportionate

workloadScales poorly for candidate

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Homework: Best PracticesShow candidate

interest first< 4 hours

If >4, onsite project review

Architecture, not algorithms

Define review criteria

Avoid confusion with company work

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Homework: Who It’s Good ForLanguage focused

Low priority on algorithms / thought processExperienced candidates (maybe)

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Code Assessment ToolsFast, cheap eval

More candidates Non-traditional

Sets expectations for onsite

Consistent data point

CheatingMay turn off senior

candidates

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Implementation OptionsEveryoneJust your “maybe” candidatesFast-Track

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Who It’s Good ForSmall, mid-sized, and big companiesValue algorithms / problem solvingLots of candidatesWant to look at non-traditional candidates

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Code Assessment: Best PracticesShow candidate

interest firstBeware of

cheating (But no biggie!)

Clear expectations

Pick GREAT questions Similar to real

interviews Unique questions

1 – 2 hour test

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Question StylePair programming, algorithms, knowledge

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What To AskKnowledgeAlgorithmsDesign/ArchitecturePair programming

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Knowledge QuestionsGood when you can’t train skill easilyBest practice:

In-depth, if at all Keep it a discussion

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Algorithm QuestionsSmart matters.Good for everyoneBest practices:

Clear expectations with interviewers & candidates Ask medium-to-hard & unusual questions

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Design/ArchitectureGreat for experienced candidatesShows communication skillsBest practice:

Prep candidates. Big unknown!

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Pair ProgrammingMany candidates

enjoy it Feels fair & real world Assesses code style /

structure Shows interpersonal

interaction

Less understood Not great for algos Interviewer really

matters Biased by tools

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Pair Programming: Best Practices Prep/warn candidates Need GREAT interviewer Give choice of problems Okay/good to pick unreasonably big problems Guide candidates

(Okay to ask questions, not know tools, etc.)

Coding PlatformWhiteboard vs. Computers

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Why We Make Them CodeCan they put “thoughts” into “actions”?Do they show good structure and style?Do they think about the impact of

decisions?

Why not pseudocode?

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A Game with Secret Rules

… and this is for a simple problem

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Don’t Allow PseudocodeUnpredictable playing fieldDetails matterIf “real code” is too hard for them…

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How to CodeBig Practical StuffUse computerPair Programming

Small StuffAlgorithm-

focusedComputer or

whiteboard

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But how to code?whiteboard computer

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A Case for Computers Realistic. Allows tools. Candidates feel more comfortable

(Especially experienced & diversity candidates) Faster to write (often)

More code

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The Downside of ComputersOften write stupid stuffDesperate attempt for compilationCommunication shuts downBiased by tools/laptop“Transition” between algorithm & code

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z

Gayle Laakmann McDowell

ComputerBest

Practices

Let candidate bring laptopInstruct: not every detailEncourage communication

and thinkingRecognize the bias!

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A Case for WhiteboardsEncourages thinking & communicationMore language agnosticConsistent across candidates Better laptop/tools doesn’t matter

It’s “standard”

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The Downside of WhiteboardsSlow to writeArtificial environmentCan be intimidating

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Gayle Laakmann McDowell

WhiteboardBest

Practices

Encourage shorthandBe upbeat &

encouragingReasonable

expectations

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RecommendationsIf skill-focused:

then ComputerIf algos-focused:

then WhiteboardIf a little of each:

then Either/or

Both can work!… with proper training

Why not let candidate choose?

Last Remarks

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Things to Consider Bar Raisers or Hiring Committees Code assessment tools Pair programming (for practical stuff) Whiteboard (or pick-your-poison) for algorithms stuff

there is noperfect system

6/13/2016

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THANK YOUgayle@gayle.com

gayle in/gaylemcdgayle

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