Architecture of interviews gayle laakmann mcdowell

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

6/13/2016

2

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

6/13/2016

3

Gayle Laakmann McDowell 5gayle in/gaylemcdgayle

Consistency & EfficiencyConsistency Outcome Process Questions

Efficiency Speedy process Able to expediteMinimal overheadMinimal false

negatives


High Bar & HappinessHigh BarMinimize false

positives Good, adaptable

people

Happiness Enjoyable experienceMakes company look

good Transparency

6/13/2016

4

7 gayle in/gaylemcdgayle

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

gayle in/gaylemcdgayle 8Gayle Laakmann McDowell

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

6/13/2016

5

Bar Raisers or Hiring CommitteesSo different, yet so similar


Bar Raisers and HCOffer transparencyOffer consistencyKeep bar highFacilitate changeCan override manager

6/13/2016

6

gayle in/gaylemcdgayleGayle Laakmann McDowell 11

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

Pros Cross-company

consistency Keeps bar high Easier to improve

process


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!

6/13/2016

7


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


Bar RaisersCons Need consistency

across company Need to scale team

ProsMany of HC benefits:

Consistency High bar Transparency

But easier to implement No bottleneck

6/13/2016

8


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

6/13/2016

9


Offline AssessmentsHomework Projects Code Assessment Tools


Homework ProjectsBigVery PracticalSome love thisLess cheating

Except: algos

Too immediateNeeds eng time Disproportionate

workloadScales poorly for candidate

6/13/2016

10


Homework: Best PracticesShow candidate

interest first< 4 hours

If >4, onsite project review

Architecture, not algorithms

Define review criteria

Avoid confusion with company work


Homework: Who It’s Good ForLanguage focused

Low priority on algorithms / thought processExperienced candidates (maybe)

6/13/2016

11


Code Assessment ToolsFast, cheap eval

More candidates Non-traditional

Sets expectations for onsite

Consistent data point

CheatingMay turn off senior

candidates


Implementation OptionsEveryoneJust your “maybe” candidatesFast-Track

6/13/2016

12


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


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

6/13/2016

13

Question StylePair programming, algorithms, knowledge


What To AskKnowledgeAlgorithmsDesign/ArchitecturePair programming

6/13/2016

14


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

In-depth, if at all Keep it a discussion


Algorithm QuestionsSmart matters.Good for everyoneBest practices:

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

6/13/2016

15


Design/ArchitectureGreat for experienced candidatesShows communication skillsBest practice:

Prep candidates. Big unknown!


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

6/13/2016

16


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

6/13/2016

17


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?

6/13/2016

18

A Game with Secret Rules

… and this is for a simple problem


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

6/13/2016

19


How to CodeBig Practical StuffUse computerPair Programming

Small StuffAlgorithm-

focusedComputer or

whiteboard


But how to code?whiteboard computer

6/13/2016

20


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

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

More code


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

6/13/2016

21

gayle in/gaylemcdgayle 41

z

Gayle Laakmann McDowell

ComputerBest

Practices

Let candidate bring laptopInstruct: not every detailEncourage communication

and thinkingRecognize the bias!


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

It’s “standard”

6/13/2016

22


The Downside of WhiteboardsSlow to writeArtificial environmentCan be intimidating

gayle in/gaylemcdgayle 44

z

Gayle Laakmann McDowell

WhiteboardBest

Practices

Encourage shorthandBe upbeat &

encouragingReasonable

expectations

6/13/2016

23


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

6/13/2016

24


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

25

THANK [email protected]

gayle in/gaylemcdgayle

Architecture of interviews gayle laakmann mcdowell

Business

Transcript of Architecture of interviews gayle laakmann mcdowell