We often look at interviews from a one-sided perspective. We want to find a reliable team member who can do the job well. It is easy to forget that bad interviews can scare good candidates. More so, a constant flow of potential candidates make judgments about your company through the interviews. Bad interviews lead to bad publicity. The key to effective and smooth interviews is to think about the candidate experience.
If you have successfully defined honest requirements for the candidate, the next step is to think about the interview experience as a whole. To see a new teammate in the best light, the interview should look like a real working process, not like a graduate examination.
Consider how most technical interviews are conducted:
- You go through a resume filter. The best people have PhDs and at least 5 years of (questionable...
