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And then you have the famous Liar’s Poker interview question: > Investment bankers had a technique known as the stress interview. If you were invited to Lehman’s New York offices, your first interview might begin with the interviewer asking you to open the window. You were on the forty-third floor overlooking Water Street. The window was sealed shut. That was, of course, the point. The interviewer just wanted to see…
Did he get the job?
There are very few rules in getting hired. A few are: 1. First class people hire first class people. 2. Second class people hire third class people. 3. People like to hire people similar to themselves. 4. Not getting a job does not really say anything about you, but the guy they hired says a lot about the company. PS: 5. Most companies, when offered unexperienced talent and an experienced idiot, will hire the experie…
I've heard it before from folks who were putting themselves in the #1 category, and also, it appeared, exhibiting Dunning–Kruger effects.
>"If someone doesn't send a thank you email, don't hire them". I recently went through a short job search for programming work in Austin. I made it all the way to the final, on-site interview at three places before landing an offer. Every time I did not get an offer, I would get an email saying "thank you so much for your time, please reply with your concerns or questions!" And so, each time, I sent and email asking…
The problem I have is that a lot of these rejection letters are worded in a very touchy-feely way where they actually write some version of, "if you have any questions don't hesitate to message back!"
That is what bothers me.
Like, if you're not going to answer my questions, just say so upfront.
(side note: I don't just say "why didn't I get the job" - I follow the advice of the countless "how to ask why you didn't get the job" articles out there that tell you to frame it in terms of questions they can safely answer like, "was someone more qualified than me" or "would it have helped if I had more experience with...", etc.)
>"If someone doesn't send a thank you email, don't hire them". I recently went through a short job search for programming work in Austin. I made it all the way to the final, on-site interview at three places before landing an offer. Every time I did not get an offer, I would get an email saying "thank you so much for your time, please reply with your concerns or questions!" And so, each time, I sent and email asking…
Because if they told you that you smell, you could counter that being tidy was not in the job description and take them to the court. They'd rather be safe.
If you added this line to every follow up email, that would at least remove the uncertainty about whether or not you would get the offer.
>"If someone doesn't send a thank you email, don't hire them". I recently went through a short job search for programming work in Austin. I made it all the way to the final, on-site interview at three places before landing an offer. Every time I did not get an offer, I would get an email saying "thank you so much for your time, please reply with your concerns or questions!" And so, each time, I sent and email asking…
Surprisingly (to me), I was able to get permission to share feedback with candidates we reject. I only do this when people ask, but I take the time to summarize & sanitize the feedback from our internal reviewers and try to phrase everything very neutrally ("we thought that your decision to do X was not the best way to approach this" as opposed to "X was a terrible idea").
That said, I don't think I'd be able to get permission to give feedback on the interview parts of the process. That's a bit more subjective and it's _really_ easy for any sort of feedback there to become lawsuit fodder.
Earlier quoted context omitted.
Some people have great coding skills, but are right assholes or otherwise seriously toxic. You definitely need to look for more than just "great coding skills" if you want to hire great employees.
Sure, but I don't think "making a good impression in an interview" has a very strong correlation with whether someone is a "right asshole or otherwise seriously toxic." Plenty of decent people don't interview well, and plenty of assholes can put on 'interview face' to get a job.
"A job interview isn't a set of trick questions" This reminds me of this old BBC comedy sketch: https://www.youtube.com/watch?v=YHy06FMsezI
>"If someone doesn't send a thank you email, don't hire them". I recently went through a short job search for programming work in Austin. I made it all the way to the final, on-site interview at three places before landing an offer. Every time I did not get an offer, I would get an email saying "thank you so much for your time, please reply with your concerns or questions!" And so, each time, I sent and email asking…
Because if they told you that you smell, you could counter that being tidy was not in the job description and take them to the court. They'd rather be safe.
>"If someone doesn't send a thank you email, don't hire them". I recently went through a short job search for programming work in Austin. I made it all the way to the final, on-site interview at three places before landing an offer. Every time I did not get an offer, I would get an email saying "thank you so much for your time, please reply with your concerns or questions!" And so, each time, I sent and email asking…
I can't even remember ever asking for feedback from an interview. It's awkward for the employer, especially if they're going through a lot of candidates, and usually if I don't pass an interview I tend to know why. I mean if you're socially intelligent, usually you can tell if you've said something they don't like. Plus I imagine a lot of employers probably have policies against answering that kind of question just f…
when i conduct interviews, i have not once had anyone ask for feedback. however, i offer it unsolicited and candidates seem to appreciate it.