Storm6’s Post

🤔 Here are 35 Key Questions for Interviewing People Managers... First Round Fast Track's latest piece is a goldmine for anyone interviewing potential managers. It lists 35 insightful questions to help uncover a candidate's true leadership capabilities—perfect for recruiters and hiring managers. A must-read for refining your interview process! #executivesearch #engineering #cto #productmanagement #hiring #interviewtips Check it out: https://lnkd.in/eSbY2vD9

🤔 Here are 35 Key Questions for Interviewing People Managers... First Round Fast Track's latest piece is a goldmine for anyone interviewing potential managers. It lists 35 insightful questions to help uncover a candidate's true leadership capabilities—perfect for recruiters and hiring managers. A must-read for refining your interview process! #executivesearch #engineering #cto #productmanagement #hiring #interviewtips Check it out: https://lnkd.in/eBQSp68X

What makes a good interview process in engineering leadership? I was on a call earlier this week with a Series B company that listed their interview process from start to end. How many rounds? 12. 12 rounds of interviews! Moving jobs is a big change, for both the potential employee and it's a big hire to get wrong (this was a VPE position) for the employer. But there becomes a moment where the diminishing returns that each extra interview gets you in terms of reducing the risk of that hire, becomes FAR outweighed by the number of candidates that will take other offers, or just become disengaged with your company. In this case, we agreed that we could cut out a few of the interviews, and move a few others into conversations during onboarding, and we were left with 5 rounds. Around the right level for a very senior leadership hire. What is the biggest takeaway if you're running an interview process? Adding another interview round will always increase your confidence in your decision as the employer, but there comes a point where further rounds are doing far more harm than good. #edtech #interviewing #engineeringjobs #vc #recuritment #talentacquisition #talent #recruiting #hiring

I’m pulling together an interview prep guide specifically for People Ops specialists, and I’d love some input from you all. I’ve interviewed a lot of amazing people who are really passionate about the employee experience, and there’s something about this space that stands out to me for its complexity and the hustle it requires. The role is so varied that I’ve noticed it can make preparing for an interview process quite difficult. So I’m hoping this guide will be useful. Although I’ve helped to hire specialists recently, I’m not one, so I’d like to include any insights you can share with me. - What do you think are the most critical traits to have in a People Ops role? - What are your favorite questions to ask to spot the difference between someone good and great in their role? - For those in leadership, what advice can you share to help someone prepare for their interview? I’ll pull together all your input and create a guide to publish on our website, along with Rework’s other interview insights. I hope we can all help to take some of those interview nerves away. 

When it comes to interviewing, most people are familiar with the STAR method—a structured approach used by job seekers to frame their responses to behavioral questions. However, the STAR method is not only for candidates; it’s also a powerful technique for interviewers. By leveraging the STAR method, interviewers can systematically evaluate a candidate’s responses, ensuring a fair and comprehensive assessment of their leadership skills. Leadership skills are critical for the success of any organization. Identifying these skills during the interview process can be challenging, but the STAR method provides a clear framework to uncover a candidate’s true potential.  In this article, we will explore how to use the STAR method to assess leadership skills. We’ll discuss the types of strategic leadership interview questions to ask, how to interpret responses, and provide some key leadership competency example answers. Whether you’re a seasoned interviewer or new to the process, this guide will help you evaluate candidates more effectively and make more informed hiring decisions. Read the full article here: https://hubs.li/Q02DC-pL0

I’ve spent the last 22 years speaking to thousands of hiring managers about their biggest challenges with hiring. The common theme: poorly targeted interview strategies. When done right, you can hire, onboard, and retain the best employees the market has to offer. But if there’s even a slight hurdle, you’re leaving millions on the table. To help you improve your hiring, we’re hosting “Choosing the Right Interview Questions: A Leadership Interview Workshop.” This workshop is designed to equip you with the skills to craft effective interview questions that evaluate a candidate's capability and cultural fit. You’ll learn to:  -Avoid common interview mistakes and how to sidestep them -Understand the different question types and what each type should reveal about the candidate -Adapt your approach to identify better candidates who will thrive within your team Register to attend in person before spots fill up. Save your seat here: https://lnkd.in/e6FKfxui

What's the most underrated trait of a hiring manager during an interview process? Openness/Transparency! So many companies oversell their opportunities on points they feel the market will respond well to and fail to paint a clear picture of how things actually are. Yes, some candidates may be put off and not be looking for that type of opportunity but rather know in the interview process than 3 months into employment. I cannot stress enough how much the candidate market values transparency. No one expects perfection and in fact, the best candidates love to fix or improve things. Tell them about: - Your GTM struggles - Your missed quotas - Your product issues - Your personal struggles as a leader Building trust in the interview process will gather the interest of any A player and set you up for success. No weird and awkward onboarding chats about what the current state of play is Vs what was promised. So in your next interview, tell the candidate exactly how it is and let me know the results...

4+ interviews? Beware, top engineers are twice as likely to drop out. It's time to address the elephant in the room... your interview process is broken! Ask yourself these key questions: 1. What business gap are you genuinely trying to fill? Why now? Or are you just hoarding talent like baseball cards? 2. Is this hire key to solving your initial business problems or your customers' problems, too? 3. Are your 'must-haves' crystal clear? Focus on 3-5 non-negotiables that directly impact your goals. 4. Is your interview process built with precision around these non-negotiables? Anything less is just corporate theater. 5. Is the chaos contained? One interviewer per non-negotiable. Redundancy is insulting. Streamline to 3-4 interviews and hire the right talent before your competitors do! Wake up or watch top talent slip away.

5-10 interviews = team wants to spread the blame of a wrong hire. It's not because you're not good enough. It's because THEY'RE not sure enough. More interviews ≠ better on-the-job performance. Most hiring processes can be done in 3 rounds or less. Provided you have: • Confident hiring managers. • Healthy work cultures. • Objective processes. (exceptions being C-Suite and other senior roles) And get rid of the take-home assignments. Try working sessions/meetings that replicate how people actually collaborate at work. Have you experienced this?

“Hire the mindset and train the skillset.” Creating a strong team requires a mixture of great people with great attitudes. I’ve never been interested in where you’ve worked beforehand. I’m more focused on how you carry yourself and what’s your outlook on life during interviews. As leaders we have to make time to train the skills, not only hire them. What do you feel is the most important thing to look for when hiring someone?