For those out there hiring developers to join their team, you might read up on a few tips in this new article on LinkedIn for the "things not to do" during the interview process.
It has been my observation that most recruiters and hiring managers tend to make the same common mistakes. That is why I've decided to write this new series, "Dev Recruiting 101". In it, you will have the unique opportunity to view your industry from the perspective of a veteran developer. You'll learn the secrets that will win us over and the pitfalls that will make us run for the hills. My goal is to give you the "inside scoop", as it were, about how to attract the best talent in our industry.
The list it broken out into ten different points, each with their own descriptions and real-world examples from the author's experiences:
- Discourage the candidate by telling them how lousy the job is.
- Don't show-up for the interview or initiate the call at the agreed-upon time.
- Don't speak clearly.
- "Okay, now we'd like you to write some code. Here's some blank printer paper and a #2 pencil."
- Spend 30 minutes giving a detailed history of the company, then say you've run out of time.
- "As you know, our site is an adult-oriented webcam service. How often do you watch internet porn?"
- Make the candidate spend 6 hours interviewing with virtually every single member of the engineering department.
- Ask niche-specific technical questions that are neither part of the job description nor the candidate's skillset.
- "If a plane crashes on the border between Russia and Ukraine, where do they bury the survivors?"
- Judge the candidate based on whether or not they're a telepath.
There is nothing more important in hiring the right candidate than conducting an effective interview. Not only does it help you narrow down your choices, but it's also an opportunity to show the candidate why they want to work for you and not someone else.