Tag: interview

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The Feedback Loop – How Agile is your Hiring Process?

We are agile in our development processes, especially in terms of striving towards continuous feedback. Why do we not allow for this same feedback loop to occur with interviews as well?

One of the key tenants of agile development is the idea of continuous feedback. The faster we learn where we deviate from the request the sooner we can correct course. And usually, the earlier we correct course means there is less effort required to do so. I don’t really need to continue on about the dev cycle here, do I?

Here’s the catch though: We don’t do this feedback loop often enough with each other as individuals.

Let’s skip the discussion over performance reviews for now. Depending on how often they are scheduled (quarterly, annual, only when things go wrong?) and how they are formatted, they qualify at some level as a feedback loop.

The key item here is that there is no standard or expected feedback loop in the interview process. It’s the rare manager and interview process that will give feedback to the candidate.

Let’s say you have three interviews, all for the same level position, and all three companies have the same interview style and code challenge types. After your interviews with Company A, you find out that you are no longer in the running. No big deal, right? You still have two more to go. Next thing you know, Company B rejects you. Both times it was right after the code challenge. Did you make the same mistakes on moth challenges? After all, they were both about creating a basic blog service from scratch. With a little feedback, even general commentary, you might have had the chance to study up and not make the same mistake the second time. Now you’re on your third try, and guess what, it’s that blog service again…

Had the earlier companies given feedback, you would know where your weaknesses were. It still may not help you get the next job, but it would at least give you the opportunity to improve your skills in areas others think you are lacking.

For example, if company A came back and told you your skills were great, but they didn’t like your attitude, you’d know to take a deep breath and be more personable and down to earth the next time. If company B told you they didn’t like how you named your variables in the code it may not help you much, but if they told you that you made too many database queries for the same data points you’d know that maybe you should look into how to better use the Objects you had built. You get the idea. A little feedback can go a long way sometimes…

There’s also the personal part here. Too often we treat our candidates as mere numbers. Did their resume check all the boxes of things we’re looking for? Did they show up for the interview on time? Are they local? Is there anything else we can use to weed them out because we have so many candidates and feel overwhelmed?

I know it’s overwhelming at times as the hiring manager to have so many resumes and candidates to sift through. It’s just easier to reject and move on, right?

Maybe.

But if you’re a company that prides itself on relationships with its customers and how great and communicative your culture is in the office, why wouldn’t you extend that communication and personal touch with all the candidates you interview and reject? If you can point to specific items, do so.  If not, there’s nothing wrong with a “sorry, but another candidate was even more qualified than you.” At least the feedback loop has occurred and the candidate can move on.

As a hiring manager I do everything I can to make my candidates feel comfortable, and then to let those that were not selected know as soon as they are out of the running with a reason why. It’s not always in depth, but if they fail the code challenge, they get a general idea of what went wrong. If they’re not experienced enough after a discussion, I let them know.  If the job requirements change mid-stream I let them know that too (Hey sorry, it’s not you, it’s us).

Agile isn’t just a development cycle or a catchy buzzword. It’s a mindset. I’ve been on both sides of that hiring desk, and the companies and candidates who have the Agile mindset always come out on top.

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Both Sides of the Table

I’ve been through more interviews in my career than I’d like to admit. I’ve also been the hiring manager. In the end, I don’t know which is more stressful. Sure, as a candidate, you want the job (or at least I would hope you do, otherwise why are you wasting the interviewer’s time?), and if you’re currently unemployed it’s even more stressful. I get it. But stop for a moment and think about it from the hiring manager’s point of view…

The hiring manager is taking time out of their busy day. Time that they could be handling any of their regular duties. Time that very well may now have to be spend after hours catching up. If it’s a smaller company, they’ve already spent time reviewing every resume that’s come in. If it’s a larger company, they’ve still spent time reviewing everything that has already been filtered down for them by a recruiting team.  At the very least, when you walk in that door for an interview, you should have a smile on your face, thank them for taking time out of their day, and I hate to say it, but look like you actually attempted to get dressed to impress someone and didn’t just pull the clothes out the laundry basket.

What? Dress up for an interview? I know… I know… You think I don’t understand. It’s a casual work environment, everyone is in shorts and sandals, so it’s OK. Sorry, it’s not. As an engineering manager, I’m looking for engineers (duh). And what is one trait that engineers are good at? Engineers are detail oriented. When you walk in, all disheveled, unless you apologize because you just changed a tire for a little old lady on the side of the road, I’m going to presume that you are not detail oriented. Is that harsh? Probably. Still, what harm is there in showing up without too many wrinkles in a dress shirt? If everyone else shows up in jeans and a polo, stand out with khakis and a dress shirt. You can always dress to match the environment after you get the job.
(Before anyone goes and chides me for being sexist here, just know that I have never seen a woman show up for an interview in an outfit that is anything less than professional. They have always been smartly dressed. I have yet to see a woman show up for an interview in Birkenstock sandals and dirty feet!)

I know interviews can be nerve racking. Sometimes you’ll stumble, and forget answers to technical questions that you know you know the answer to. Don’t worry, don’t panic, take a breath and approach the answer from a different angle. Explain that you are embarrassed that you can’t remember the actual term, but here’s the explanation over how it functions. Ask to get up and draw it out on the white board. Don’t just say I don’t know or I don’t remember; turn it in to a discussion to show your thought process (as long as you stay on topic!)

What about after the interview? Some people say that you should follow up in a few days to see where you stand. I’d be careful there. Too soon and the manager may not have had time to fully compare you with other candidates. Too late and you may be forgotten (let’s hope not!) Too often and you risk aggravating the manager. I know one manager who would actually reject you if you called too many times to find out the status of your application. I guess the squeaky wheel doesn’t always get the grease…

Here’s where managers need to step up a little. I know things are busy, but as soon as you know the candidate is not the right candidate, let them know. It can be as simple as a form email or, if they’re exceptional, but just not the right fit, you can personalize it to let them know your reasons for hiring someone else or give encouragement over other job types you recommend they look at based off of what you learned about them (nothing wrong with telling someone that the role they applied for is “too junior” of a position for someone of their caliber.)

As a first time manager, remember the pains you had when you were on the other side of the table. Help the candidate feel at ease. Communicate with them before, during, and after the interview process. You don’t have to hold their hand, but you should come across as human to them. If you don’t, you run the risk of them not accepting your offer.  No matter what though, be sure to let the candidate know if they are not moving forward in the process. Under no circumstance should you leave them in the recruiting black hole, with no way of knowing where they stand.

Hopefully this is all common sense to everyone. I just have yet to see this sense in common use.