Note-taking: What I’ve Learned After Holding 1000 Interviews
Day 139
這邊簡單的分享我讀這一part我所獲得的Insight，我是站在Startup的角度去學習。
📜Note-taking
第一階段的面試問題可以加入演算法或實際題目直接來進行
I typically use some known algorithm problem. The candidate has to take me through their logic for them to demonstrate their algorithmic thinking and process logic. I want to see when they get stuck, what they do, how they re-think, whether they ask good questions, etc.
可以關注We
Some candidates use the “we” word a lot. “We have done X, we have done Y”. While it is good because it seems that they are thinking of the achievements as a broader team effort, it is important to understand what the candidate did for the achievement.
Cultural add: 我理解為，可以為我們帶來甚麼
Culture add implies hiring somebody that shows similar core values that you are searching for, which are deal breakers. It also means that the hire is not necessarily like everyone else on your team, as they may bring a different perspective altogether.
最終決定人選的三個面向, 其中
Culture add implies hiring somebody that shows similar core values that you are searching for, which are deal breakers. It also means that the hire is not necessarily like everyone else on your team, as they may bring a different perspective altogether.
- Is the candidate smart,
- gets things done,
- and is a cultural add for the team/company?
目前我的流程也大概match文中提到的50%尤其是Interview前中後的準備。會讀這篇主要也希望增強招募所觀察的重點以及面談過程中的材料與過程針對求職者的分析。
See also
Interview — allenshaing — Medium
我在Hepta上的思維地圖:
