TestGorilla’s Post

Should you share interview questions ahead of time? Probably not, here’s why (and what you should do instead): Pros: - You'll receive more insightful answers - Reduces anxiety (you get a truer version of the candidate) - Levels the playing field for neurodivergent or anxious candidates - Highlights the potential in less-experienced candidates - Prioritizes quality over speed Cons: - The answers will be rehearsed and lacking authenticity - Encourages memorization over problem-solving - Gives an edge to candidates with better resources (like ChatGPT-4o) - Misses the chance to test quick thinking - Polished answers will overshadow creativity and adaptability What to do instead: - Share the interview structure, not the exact questions - Provide themes or scenarios, not memorization cues - Use pre-interview assignments to test real-world skills - Blend prepared questions with surprise ones to assess spontaneity Certain roles (e.g., software engineering) benefit from transparency, while others (e.g., sales) need to test spontaneity and quick thinking. A tailored, balanced approach often works best. Recruiters/hiring managers - how much detail do you share beforehand? #recruiting #hiring #interviewtips #HR

Imagine wrapping up your week buried in CVs, only to face another round of interviews next week. And while traditional resumes and interviews play their part in the hiring process, they might not paint the full picture of a candidate’s abilities. That's why we've embraced aptitude games to better our hiring process. These engaging puzzles assess cognitive abilities and problem-solving skills, offering us a greater insight into a candidate's fit for the role and company culture. 🔗 Curious about how it works? Learn more at the link below. #HR #revolgy #Recruitment #Hiring

I can tell you what can completely ruin your hiring process - but I’ll tell you in a few days 🤐 …annoying, isn’t it! Chances are, you won’t stick around to find out, because maybe this information is valuable to you right now, not in a few days. Maybe you won’t even remember in a few days. Perhaps someone else will tell you first! And that’s exactly what happens when you sit on feedback during the hiring process. After an interview, it’s best to move quickly. The faster you give feedback, the fresher the candidate will be in your mind - and the fresher you’ll be in theirs. Because if feedback takes a long time to come, a candidate can: - Feel disheartened - Have time to overthink “maybe this isn’t the right fit for me” - Accept a position elsewhere Everyone wants validation and feedback on anything they do - so capitalize on this and take action soon after an interview. We always help our clients along when it comes to smoothing the hiring process, so no one is left in the dark. Send me a DM and let's connect to make sure you don’t lose an A Player!

Facing the important interview question, “Tell me about a time you failed,” can be daunting at first blush. However, with the right approach, you can turn this question into an opportunity to showcase your resilience, problem-solving skills, and capacity for growth. Learn more: https://lnkd.in/gzjMvb_d #hiring #recruiting #nowhiring #semperworkforce

You deserve a better hiring experience (And you aren’t getting it) In 2006, getting a job was easy. -Apply -Hear back if a fit -Get an interview -Be hired pretty quick In 2024, getting a job is replusive. -Apply -No response -Apply more x 10 -Get a few interviews -Go through multiple rounds -Complete hours worth of projects -Told you were too “fill in the blank” (If you are told anything at all) It’s an endless cycle. That burns out talent like you. Companies must do this: -Help qualified talent be seen -Have no tolerance for ghosting -Eliminate never ending interviews (5+) It’s time we fix the hiring process. So talent like, you, can get hired. With less stress More efficiency And a better overall experience After all, you are a human. Not an AI-bot.

Growing as an engineer: Interviewing people Many engineers don’t do interviews because they don’t have time, they don’t like doing it or they think it won’t help their growth. I think this is overall a mistake. The standard/classic reasons you should interview people are: - Your company needs to grow and interviews are a critical part of the process to hire new engineers – if no one is doing interviews, the company wouldn’t grow. - Every engineer you help hire makes your company more productive – your impact if you help hire a few engineers can be more than footnote on your perf Beside doing what’s good for the company, I actually think there are other important reasons you should interview candidates: - You set/hold the bar for your team/org – you can help calibrate expectations on questions/candidates. This is especially important as over time your company hiring bar will get lower simply because of statistics (assuming something along the line of “A players hire A players and B players hire C players”). - Every now and then, a candidate will come up with a solution to your problem you never encountered and/or thought about – this results in intellectually stimulating situations where you have to figure out if their solution works and what potential caveats it has (if any!). - Every now and then, a candidate will do extremely well, not necessarily because their solution is good but because they are doing an amazing job at walking you through their thought process/solution – this is something you can learn from and may help you to perform better when you interview somewhere else To illustrate the last point, one thing I’ve learned is that the candidates who do very well in coding interviews always iterate in an easy way to follow – either with a high level to low level approach or through some other iterative process (e.g. building the core functionality before building the other pieces needed to solve the problem). Basically one way to get better at interviewing is by being on the other side. #softwareengineering #interview #learning #improving Author - Michel Tu

Received an invitation to an interview? Congratulations on starting an exciting selection process! Depending on the level and size of the company, you could face anywhere from 1 to 7 stages of selection. A shoutout to Amazon and Google with their record numbers. So, what could these stages include? 1. Various types of interviews: - An introductory one with a recruiter - In-depth and technical - Competency-based interview - Cultural fit interview 2. Tests: psychological, logical, IQ tests. 3. Case studies: for marketing, HR, and other roles. 4. Coding or live coding sessions for IT 5. Assessment centers. 6. Conversations with former managers (reference check). 7. Final conversation, where you'll be asked if you're still motivated. The smaller the company, the fewer the stages. Conversely, the larger the company and the higher the role, the more stages there are. In most cases, the selection process in European companies focuses on interviews. That's why we'll be practicing interview skills on March 23rd. Want to learn how to successfully pass interviews and find out how to prepare for them, since success in interviews depends on preparation? Type "Interview" and come to our career meeting in March, where we'll be honing this skill.

The best candidates don’t just answer questions. They ask great ones too. 10 smart questions to ask in your next interview: 1. What types of skills is the team missing that you're looking to fill with a new hire? ↳ Listen for specific skills that align with your strengths and expertise. 2. What metrics or goals will my performance be evaluated against? ↳ Look for clear, measurable goals that you feel confident in achieving. 3. What are the company's current goals, and how does this team work to support hitting those goals? ↳ Pay attention to how well the team's objectives align with the overall company mission. 4. What's the most important thing I should accomplish in the first 90 days? ↳ Ensure that the expectations are realistic and that you have the necessary resources and support to achieve them. 5. Do you expect my main responsibilities in this position to change in the next six months to a year? ↳ Be aware of potential role changes and consider if they align with your career goals. 6. Is there anything I should read that would help me have a shared understanding with my potential future colleagues? ↳ This can provide insight into the company culture and expectations. Take note of any mentioned resources. 7. What do new employees typically find surprising after they start? ↳ Watch out for any red flags or challenges that may not have been apparent earlier. 8. How does the team I'll be part of continue to grow professionally? ↳ Look for opportunities for learning, mentorship, and career development within the team. 9. Where have successful employees moved on to? ↳ Pay attention to the types of roles and companies that successful employees have moved on to, as it can indicate potential career paths. 10. Is there anything I can clarify for you about my qualifications that hasn’t already been addressed? ↳ This is your chance to address any concerns or highlight relevant skills that may not have been discussed earlier. --- Pro Tips: - Be as specific as possible: (Example: Instead of just asking "Where have other successful employees moved on to?" Try "Where have other successful managers on the data team moved on to?") - Don't ask things that you can easily find with a quick Google search - Listen carefully to the interviewer's responses and take notes to identify key information and potential red flags --- ♻ Repost to help someone on their next interview And follow me for more posts like this.

The more interested you are, the more interesting you become.

Thoughtful questions, be prepared for an interview.