81–90 of 106 posts
I only skimmed the article, but whenever I read such material I feel these techniques are suited for jobs banking on charisma instead of knowledge and skill based ones. I am a software engineer. I haven't held too many jobs, and have attended very few interviews. As an interviewee, I always gauged the enthusiasm of the interviewer before 'unleashing my talent'. I have had my share of insipid interviews where the focu…
I only skimmed the article, but whenever I read such material I feel these techniques are suited for jobs banking on charisma instead of knowledge and skill based ones. I am a software engineer. I haven't held too many jobs, and have attended very few interviews. As an interviewee, I always gauged the enthusiasm of the interviewer before 'unleashing my talent'. I have had my share of insipid interviews where the focu…
The article doesn't tell us to "listing out insignificant contributions to FOSS they have made, especially when not asked." Rather the article tells us to research about how we can add value to our prospective employers beforehand.
Stated in that way, the article's message is quite "boring", but also true.
Earlier quoted context omitted.
Big 5 was in reference to the technology companies FAANG - Facebook, Apple, Amazon, Netflix, Google. I have no idea why people include Netflix and not Microsoft.
> I have no idea why people include Netflix and not Microsoft. Netflix pays outlandishly well - which is why engineers include it on their list of big companies. Leaving that aside Netflix is a giant: $150B market cap as of this writing. The term "FANG" was created by TV stock pundit Jim Cramer to describe tech stocks that have done particularly well over the last 7-8 years[1]. Maybe he felt MSFT's stock performance…
I guess as an outside developer, I'm looking at things from the perspective of platforms. Netflix isn't a platform that you build on.
I’ve noticed an increasing number of candidates using this kind of “take control of the interview” approach. It’s reached the point of having candidates talking over top of me during phone screens trying to wrest control of the conversation away. I’ve never hired someone who does this. I’m not interested in how you’re going to rework my team or rewrite our software. Interestingly, when interviewing potential peers or…
I think that's because it's very hard to get this strategy right. In some interviews, it may not be possible due to the way the interview process is set up, and in particular the magnitude of information asymmetry. I think getting it right hinges on two things: 1) Does the interviewer actually have a concrete objective that you are qualified to help them achieve -- even if they themselves aren't necessarily aware of…
When I’m giving my 10 second description of my phone screen process works and I get interrupted to be told “this phone screen will be done differently” ...
Earlier quoted context omitted.
Taking control and insisting on it is not polite, unless you the boss. It is pretty bad trait for college in cooperative environment.
I've been out of college for ten years this month and I can still remember those few students who could not get it through their head that class was not a one-on-one conversation between them and the instructor.
Earlier quoted context omitted.
A good interviewer wants to stay on their script not because they're a disempowered automaton, but so that they can contextualize your performance relative to others they've given the same questions. Your job on an interview loop is to collect the best signal you can about the candidate's strengths in the assigned topic. You have broad latitude to use your professional judgement in going about that, but what makes yo…
But Most FANG interviewers don't seem to have any training
I only skimmed the article, but whenever I read such material I feel these techniques are suited for jobs banking on charisma instead of knowledge and skill based ones. I am a software engineer. I haven't held too many jobs, and have attended very few interviews. As an interviewee, I always gauged the enthusiasm of the interviewer before 'unleashing my talent'. I have had my share of insipid interviews where the focu…
I think if you give the article a second chance, you'll see that it does not advocate for the self-promotional behavior you dislike. The article doesn't tell us to "listing out insignificant contributions to FOSS they have made, especially when not asked." Rather the article tells us to research about how we can add value to our prospective employers beforehand. Stated in that way, the article's message is quite "bor…
() It also smacked of arrogance - it's as if he thought he knew better than people working on it "how it should really be done".
I only skimmed the article, but whenever I read such material I feel these techniques are suited for jobs banking on charisma instead of knowledge and skill based ones. I am a software engineer. I haven't held too many jobs, and have attended very few interviews. As an interviewee, I always gauged the enthusiasm of the interviewer before 'unleashing my talent'. I have had my share of insipid interviews where the focu…
Is charisma not valuable in all jobs?
I spent some time studying this presentation ahead of the interview and thought he was thoughtful and that this indicated an attention to clear communication.
Then we started the interview. I told him I had read his presentation in detail and commended him on the homework. He then super-politely asked if he could spend ten minutes to quickly go through it to add some more details, via a shared screen service. "Sure, why not?"
40 minutes later I finally cut him off, two thirds into the presentation. I came away from this thinking he was trying to control the communication, perhaps stearing me away from probing at his weaknesses rather than thinking he was a proactive comminicator.
Please don't do this.
Earlier quoted context omitted.
But Most FANG interviewers don't seem to have any training
Yes. Not all engineers take interviewing seriously, and even fewer actually want to be doing it in the moment. It can be seen as a too-frequent interruption that drags down productivity. This creates pressure to put interviewers in rotation who are not ready (so that more senior people can do their actual jobs) and can lead to a bad time when an otherwise-good interviewer betrays his annoyance at having you appear on…
I worked for a big UK company in the past and you had to pass a 2 or 3 day residential course before you where allowed to interview anyone.