Upping_Your_Interviewing_Game.pdf

Transcript

1. Upping Your Interviewing Game Natasha Carlyon natasha.carlyon@greatersum.com @nscarlyon
2. Natasha Carlyon • Software Crafter • https://www.greatersum.com/ • @nscarlyon • http://speakerdeck.com/ • natasha.carlyon@greatersum.com
3. The Ideal Team Player
6. Hungry
7. “Hungry people almost never have to be pushed by a manager to work harder because they are self-motivated and diligent” - Lencioni
8. Manageable AND Sustainable
9. Humble
10. “Humility is not thinking less of yourself, it’s thinking of yourself less.” - C.S Lewis
11. “Humility is the single greatest and most indispensable attribute of being a team player” - Patrick Lencioni
12. People Smart
13. “Smart simply refers to a person’s common sense about people” - Patrick Lencioni
15. 0 for 3
16. 1 for 3
17. Humble Only
18. Hungry Only
19. People Smart Only
20. 2 for 3
21. Humble & Hungry
22. Humble & People Smart
23. Hungry & People Smart
25. The Interview Process
26. Video Interview
28. Debrief
29. Lunch
30. Debrief
31. Q&A
32. Debrief
33. Coding Exercise
35. Debrief
36. Reflect
37. Interview Questions
38. Hungry
39. What is the hardest you’ve ever worked on something in your life?
40. Why do you want to work for us?
41. What’s the most interesting project you’ve worked on?
42. Where do you see yourself in five years?
43. What are you doing for professional development?
44. Red Flags • Gives generic answers • History of giving up • Lack of enthusiasm
45. Scare people with sincerity
46. Humble
47. Describe your current team. What do you like and dislike?
48. What are the most important accomplishments of your career?
49. What was the most embarrassing moment in your career? Or the biggest failure?
50. How did you handle that embarrassment or failure?
51. How do you handle apologies, either giving or accepting them?
52. Can you tell me about someone who is better than you in an area that really matters to you?
53. Red Flags • Brags • Does not seem to share credit with others • Treats others with disrespect
54. What’s your greatest strength? Area of improvement?
55. How do they treat others? Waitresses, administrators, etc.
56. People Smart
57. What do you do that others in your personal life might find annoying?
58. What kind of people annoy you the most, and how do you deal with them?
59. Have you ever worked with a difficult colleague or boss? How did you handle the situation?
60. Red Flags • Body Language • Has trouble articulating
61. How would you describe your personality?
62. Things to consider
63. *Remember the candidate is nervous
64. Ask clarifying questions
65. Do not ask multiple questions at the same time
66. Ask questions more than once
67. Properly explore hunches
68. Rephrase a question as…’What would your friends/colleagues say…?”
69. Unconscious Bias
70. • Race • Gender • Age • Location • Background • Religion • Family
71. People are more likely to hire people like them
72. Young, white men were • 1.8 times more likely to be selected for interview than ones from 50-year-old white men • 2.3 times more likely to be selected than those from 50-year-old white women • 2.6 times more likely to be selected than those from 50-year-old black men • 3 times more likely to be selected than those from 50-year-old black women
75. How do we fight our unconscious biases?
76. Blind Auditions
77. First Impressions
78. Affinity Bias
79. Know what you are looking for
80. Be consistent
81. Leading Questions
82. Don’t mistake arrogance for competence
83. Group Interviews
84. Resources The Ideal Team Player The Five Dysfunctions of a Team https://medium.com/@racheltho/how-to-make-tech-interviews-a-little-less-awful-c2 9f35431987 https://shegeeksout.com/eight-ways-to-mitigate-bias-when-interviewing/ https://slackhq.com/diversity-at-slack-2019 https://www.theatlantic.com/technology/archive/2018/04/how-slack-got-ahead-in-di versity/558806/ @nscarlyon | natasha.carlyon@greatersum.com
85. • 34.6% of people in technical roles are women, up from 34.3% (+0.3 pts.) last year. • 50.2% of our managers (employees with direct reports) are women, up from 48.0% (+2.2 pts.) last year. • 29.6% of our leadership (director level and above) are women, down from 30.6% (-1.0 pt.) last year. Slack