This article feels like it dances around the point of technical questions and the assessment that comes with it, which is what most of us worry about when interviewing.
Soft skills are often treated as if they're there or they aren't. There's not as clear a distinction between 'junior' and 'senior' soft skills. I don't think I've ever gotten a salary bump in the offer for being a cool guy to work with (according to the interviewers). Usually it means I get the job or I don't. This isn't really that interesting to me.
The group stuff is spot on though.
- One on one is often dry. You have to have an affinity right off the bat. This is the equivalent to showing up at a bar and having a fun conversation with a stranger.
- More than two or three interviewers, and it can quickly turn into a company circle-jerk (I've had 15 interviewers once from 4 separate teams in one interview -- that fucking sucked).
One on one is often dry. You have to have an affinity right off the bat.
If I follow you on soft skills, are you implying that a company that subscribes to this logic is selecting for attributes that their current employees lack, even though they're participating in interviews that will be used to judge same?
Well yeah, because the interviewer knows the other people! The candidate, however.
My point was that if they're actually hiring for soft skills, why does it not hold sway in one-on-ones? It would seem to symbolize a weak bullpen, so to speak.
Soft skills are often treated as if they're there or they aren't. There's not as clear a distinction between 'junior' and 'senior' soft skills. I don't think I've ever gotten a salary bump in the offer for being a cool guy to work with (according to the interviewers). Usually it means I get the job or I don't. This isn't really that interesting to me.
The group stuff is spot on though.
- One on one is often dry. You have to have an affinity right off the bat. This is the equivalent to showing up at a bar and having a fun conversation with a stranger.
- More than two or three interviewers, and it can quickly turn into a company circle-jerk (I've had 15 interviewers once from 4 separate teams in one interview -- that fucking sucked).