Have you ever wondered about the amount of time and money that is spent on conducting a simple (by which we mean run of the mill) job interview that may or may not yield the results you were hoping for?
You must have faced it sometime - after all, you are hiring! And more often than not - we end up saying YES to a hire because of what he offers, that we just cannot refuse.
We have been in a similar situation and we can tell you, we were pretty darn disappointed (not to mention the invisible bloody tears that we shed) when we hired that one stellar looking programmer who bowled us with his answers and tweaked our codes smoothly during the interview, and ended up crashing our systems, eventually two months down the line because he “guessed” the “presumed” error in the program, leaving us gasping for air (and literally for the quality of code he produced).
But how could have we gone wrong? We had everything in place, we had interviewed him and he did clear the job interview. He went through our rigorous hiring process which included behavioral based interview questions and that was just not enough, right?
We're back to square one. Hunting for the replacement and spending (probably wasting) our precious time in interviewing another set of candidates for that position. There could be various reasons behind a bad hire, it could be the cultural misfit, could be some personal issues etc.
But we're here questioning the fundamental point which is basically the quality of the programmer. So, did our job interview process fail to ask the right questions and check the technical depth of the developer? Did we miss on some interview tips?
This could be the most likely occurrence if the hiring is done via a typical interview process that makes use of cliched, same old set of rules and same pro forma to scan the knowledge of the candidate. Don’t worry, we all are in the same boat!
So what can be changed, you ask?
Well, you need to have a very detailed and organized set of interview questions that needs to be asked during the interview process. The job interviewer needs to have a massive in-depth knowledge about the skill sets required for the position you're hiring.
Tedious job but worth pursuing. Or if you are running out of time then what if there was a system where certain renowned as well as knowledgeable expert programmers would help in vetting your candidate's technical skills?
Stay tuned to know more!