Modern testing for modern stacks

Overall I liked this topic on interviewing. Made me think about some the questions which I ask while interviewing especially hypothetical questions. I too feel listening to the candidates and making them talk is very important. I like to know about candidates prior exp and I look for culture fit more. Also, questions like your biggest achievement and challenges are nice. At Qxf2 services, we make sure we don't ask any questions like definitions etc which is good. Overall a good topic since all of us are not much experienced on hiring.

The author he talked about hiring people for the company.He had a thought that he created a mess by bad interviewing technique. He has also mentioned that he didn't want to lose some good people and he used to ask those people to join in his company.He never thought that whether the person fits his organization or not.He didn't let others think the company suits for them. But my concern is, in reality, no one will ask or convince people to join their company. He mentioned that while interviewing we should dig more into the past. Of course, this is good to know about the people but this will not work for all kind of jobs. For example, if we are going to hire freshers then we have to ask about the future only. The people who have more experienced cannot remember everything. So we have thought of asking questions to the people.Questions should be based on experience, role etc...

I agree with the author that interviewer should not interview with the fear of losing a candidate. The goal is to get a right person into the company. I do not completely agree on hypothetical questions. Asking such questions may not reveal the person's workability but I feel that the interviewer can analyze the candidate's thinking capacity, dealing ability in difficulties, teamwork, learning curve etc., Asking previous years experience will definitely help in analyzing things such as what challenges he faced and how he responded to it. But still, I feel that we need to touch base on the programming/coding skills. My takeaway from this article is, as an interviewer we should listen carefully and make the conversation interesting and at the same time try to find out the key skills of the candidate.

I liked how this articles details into how interviewers convince themselves that they are choosing the right person based on the desired attributes. The solution to this issue is to ask the candidate for the toughest problem he has faced, this helps us gauge his skills. The days where hires were made from the results of aptitude tests and wellness from resumes are behind us. We will soon start seeing startups hire people who haven't even graduated from regular educational institutions.

Indeed a very good article to read.I agree with author partially and to some extent.According to me interview should be based on past, present and future of the candidate.As per the author, one should give candidate free hand to tell about his past experience, let him talk, let him tell his own experiences.That's very right.The candidate, who has prior experience talk very freely when he is asked about his previous experience, that shows his knowledge, interest, ability to solve a challenging task. Also about present task candidate should be comfortable.Only when it comes to a fresher candidate, a task should be given to solve theoretical or analytical problems.One should ask fresher about his/her personal likings about the career to make them comfortable during the interview.These are my thoughts.

In this short article of Baron Schwartz on Interviewing, The author tried to focus on the problems people face at the time of interview. Also, he has mentioned few questions to create natural discussion such as "WhatΓÇÖs the thing youΓÇÖre proudest of ?". Overall this article will help people to interview in a better way also it will help to understand the candidate.