In tech recruitment, it’s common to get tangled in complex and convoluted interview procedures that lean towards complexity rather than efficiency and can be a pretty big rabbit hole. However, as an engineering manager, it’s important for me to acknowledge that a candidate’s time is just as important and valuable as mine or any other employer’s. My approach to hiring centers around simplicity, respecting candidates’ time, focusing on essential testing, and incorporating a hint of intuition.
A recent article by the BBC shed light on some of the worst job interviews ever, featuring stories like Lae’s. She arrived promptly for an interview, only to have it abruptly canceled after 20 minutes. Later, she discovered it was a test, and she failed, leaving her confused and frustrated. This extreme incident prompted her to establish a business with a hiring style focusing on transparency and straightforwardness. I resonated with Lae’s perspective by ensuring our interview process is concise and respectful, sparing candidates delays, confusion, and long periods without updates.
Another anecdote from the same BBC article recounts Aixin Fu’s experience during a group interview, emphasizing the importance of testing for relevant skills. Asked to perform an unrelated task, such as crawling and mooing like a cow, Fu felt pressured to comply despite its irrelevance. This underscores the necessity for interviewers to focus on job-related criteria rather than engaging in arbitrary activities.
Furthermore, the issue of ageism and discrimination in interviews cannot be ignored. Situations like Julie being questioned about retirement plans during a video interview or Pearl Kasirye facing lower wage offers due to her heritage reflect a frustrating and concerning disconnect between interviewers and candidates. Examples like these highlight the absurd ways employers judge candidates instead of focusing on solving the problems they aim to address.
Acknowledging the need for a streamlined approach, I’ve adopted a different strategy in my role as an engineering manager. In my current role, I prioritize candidates’ time and energy, ensuring the interview process is efficient and insightful. My approach revolves around three key principles: simplicity, focus, and respect for candidates’ time. I strive to keep interviews succinct but also provide candidates with as much information they need about the role and responsibilities.
Primarily, I try to limit candidates to a maximum of three interviews, with exceptions. One of these interviews is technical, allowing us to assess skills firsthand with a take-home test designed to evaluate specific competencies relevant to the role. This take-home test typically takes about an hour to complete but offers invaluable insights.
By condensing the interview process, I aim to respect candidates’ time and minimize unnecessary delays. Recognizing that talented individuals have options, I try to make the hiring experience seamless. Moreover, additional interviews are scheduled only if absolutely necessary, ensuring they remain concise and focused, typically lasting between 15 to 30 minutes to get clarifications or more answers to questions.
This approach has yielded promising results, not only in hiring efficiency but also in attracting top-tier talent. Candidates appreciate the transparency and respect embedded in our process, leading to a positive overall experience. Finally, by streamlining the hiring process, hiring timelines can be expedited, preventing top talent from slipping through the cracks due to prolonged decision-making processes.