Software Interview Rejection - How to handle Failure! 🔥🔥

How to handle interview rejections: In this video I will give you my honest thoughts on interview failures. I hope this video motivates you enough to keep moving and going no matter what temporary hurdles you face in your life!

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Software Interview Rejection - How to handle Failure! 🔥🔥

David Hill

1619169880

6 Tips to Conduct a Seamless Virtual Interview

Virtual interviews are specially designed to make hiring fast, automated, cost-effective, and convenient than ever. It’s becoming popular among businesses as a digital hiring solution to make interviews remote-based and smarter. Online virtual hiring makes your HR team tech-savvy and improves their interviewing experience at the next level. But before you choose a virtual interviewing tool for your talent acquisition team, we suggest you have a look at this post. This will enrich your understanding of virtual interviewing and help you stand out in a digital interview. In this post, you will get tips on transforming your HR team into a tech-savvy recruitment ecosystem and ensuring optimal utilization of a virtual interview.

As technologies are getting advanced, businesses of all sizes align their recruitment with it to attain better and accurate hiring goals. The virtual platform offers you cutting-edge interviewing features to outshine your competitors and stand out in the market.

**Check out below tips for successful virtual interviewing: **

Create a pro-tech Team
Video recruiting software helps you select a star talent for your company crossing the geographical constraints and grow fast working remotely. It brings automation into your hiring process and reduces expenses on travel. But to make this happen exactly in the same way, it is essential to have a technically sound and experienced team to attain the desired interviewing objective.

Get the right software
Integrate a virtual hiring tool that allows a hiring team to connect with the applicants remotely without compromising the quality of hire. And makes Job posting, sending auto-reminder, and screening of the candidates automated and easy. Besides, a good digital solution should automatically shortlist the most suitable candidates for in-person interviews to make it convenient for recruiters to select the right-fit talent.

Check the compatibility of your tool
A virtual recruiting tool should be compatible with all most all online interviewing platforms. It is recommended that before you choose an interviewing technology, check its compatibility with your HR team, and after double assuring yourself, consider taking its subscription. An easily compatible virtual hiring software would enhance your ability to select the right-fit candidate for the company and encourage fast growth.

Promote your Job post
Ensure an Omni-platform presence to attract the maximum number of applicants and increase higher interview turns out. It plays a vital role in your recruitment process as it widens the spread of hiring information. Having a greater number of applicants put you at an advantage to scan the candidates harder and select the most suitable talent for the position.

Scan before calling for interview
Entirely rely upon the candidate’s documents and CVs is not a better idea of selecting a candidate. To avoid such things, you should scan a candidate via a virtual platform before calling in for an interview. Digital solutions offer you an effective feature to observe the candidates’ non-verbal expression and professional etiquette. It provides you an idea that if a candidate fits well into your company’s work culture or not.

Improve your branding
The job seekers always have the ambition to associate with an organization having great brand values and reputation in the market. And if you present your company as a vibrant brand in front of the candidates, it will attract them, and they will feel excited to associate with your brand.

These are some essential tips you should use to ace your virtual interview. No doubt it will help you schedule effective hiring and select a star talent for the position. You can also check out the blogs of Jobma to know more Tips To Conduct A Seamless Virtual Interview

#software #interview #screening-software #video-interview #video-interviewing #interview-questions

Ron  Cartwright

Ron Cartwright

1597741200

My Advice After Interviewing 100+ Software Engineers

This awkward and stressful thing between emerging a hero after completing the 12 labors of Hercules and the pointless successive hula hoops jumps of a circus trained animal, which we lightly call job interviews. We all hate them, yet they are an unavoidable fact of our professional lives.

When for the first time I ventured naively into the uncomfortable and inhospitable world of software engineering technical interviews, it didn’t take long for me to feel that judging a software engineer’s ability in 2 or 3 hours is as accurate as cruentation.

However, I always wondered how it was to be like the one sitting on the other side, what it takes to understand if an engineer is a good fit for the role. For the last couple of years, I conducted over 100+ software engineering technical interviews, and although each company has its unique process, there are common pitfalls people tend to fall. Here is my honest advice on how to avoid them.

The good software engineer

“The road to success and the road to failure are almost exactly the same.”

– Colin R. Davis

There isn’t a unique definition for a good software engineer. It relates to the needs of the role and the diversity and maturity of the company. A recent startup would undoubtedly need a short time to market, while a more mature company that grew to a large customer base would probably be facing some scaling and architectural challenges. Building product while understanding what makes sense to the business is different than solving complex technical challenges. A detailed perfectionist engineer is different from a fast iterating one. You need to understand what the company is looking for and frame your behavior and discourse into that mindset. Don’t do a one fits all CV, instead adapt it to that reality. If you have to do a pitch (in a way, you always do one formally or otherwise), frame it in a way that you show how you will be an asset to that specific company. You should understand the necessity the role is trying to fill and ask yourself if that motivates you if it does then embrace it. You should figure what the “good” definition looks like for the company’s context and show how your knowledge, experience, and attitude fits in that definition.

Do your homework

“By failing to prepare, you are preparing to fail.”

- Benjamin Franklin

Going on an interview without having a clue about the company it’s like going on a date and talking only about yourself, doesn’t mean there won’t be a second date but doesn’t give a good impression. Put in the effort to learn about the business, its objectives, it’s mission, strategy, and results. I would never fail someone for not knowing anything about it, but it is a hint of the candidate’s motivation. Also, it is a standard criterion HR tends to evaluate. Besides business goals, be sure to check the company’s tech blog if they have one and know their tech stack. Not very often candidates show legitimate interest for the company, but when they do, it is an excellent way to stand out.

Have a critical sense

“It is the mark of an educated mind to be able to entertain a thought without accepting it.”

- Aristotle

I’ve met exceptional technical experts throughout my career and they were all kinds of different people. Still, all of them had at least one thing in common; they were the ones who defied the status quo and made the processes and technologies improve. So many candidates, when asked if they have questions, have nothing to add. Avoiding asking questions is a wasted opportunity, grab that moment to ask about the technical decisions the company made and the challenges they are facing and discuss the tradeoffs of each technology.

Examples:

Are they considering moving to HTTP/3 yet?

Are they moving to an event-driven microservice architecture? What kind of message broker are they using? Why not use Kafka instead of RabbitMQ?

What kind of database technology are they using? What was the use case? Would ElasticSearch be a good alternative to SQL in that use case?

And so on. Questioning the technical decisions will show that not only you know these technologies and can argue when they should be used but also that you can think critically and ultimately care about improving whatever applications you work with.

#interview #software-engineering #interview-questions #software-development #interview-tips

Custom Software vs Off-the-shelf Software: How to select a better one for your business?

Custom Software or Off-the-shelf software, the question in mind for many business personnel. Read this blog to get help to make the right decision that will benefit your business.
For a business that wants to upgrade and modernize itself with the help of software, a common dilemma it is whether to go for custom-made software or opt for off-the-shelf software. You can find many top software development companies worldwide, but before that all, you should first decide the type of software –an off-the-shelf software or a custom one.
This blog aims to overcome the dilemma and accord some clarity to a business looking to automate its business processes.

#custom software vs off-the-shelf software #custom software development companies #top software development companies #off-the-shelf software development #customized software solution #custom software development

Christa  Stehr

Christa Stehr

1594456938

Offshore Software Development - Best Practices

With the rise of globalization and the worldwide lockdown due to the pandemic, most of the work has been done by remote working processes and professionals from their homes. This lockdown has proved the efficiency of remote development and enhanced the trust in offshore software development industry.

To make the most out of the benefits of offshore software development, you should understand the crucial factors that affect offshore development. This is why you should read this guide for the best practices when hiring an offshore software development company. Despite the size and the industry of the business, offshore software development is not beneficial for every entrepreneur in many aspects to make the optimum use of talents in technology across the globe.

Here are some of the top reasons why offshore development is beneficial for your business.

  • Offshore development teams can work on flexible timing to provide you with the best possible software development practices.
  • Get access to the talents across the world from your home to develop the top of the line software with the help of offshore development companies.
  • Assured high quality and next-generation technology expertise with duly NDA signed with respect to the priorities of the business.
  • With flexible recruitment models, you can hire the freelance developers, remote development team, or an entire offshore development company with respect to the size of your business.
  • Build high-end software applications from one corner of the world by hiring software developers across the world.
  • Get immediate access to the best resources without hiring them on a permanent basis.

To avail of all these benefits, you should have clear goals, a list of requirements, and features that are mandatory for your software product.

Here are a few tips to help you find the best offshore software development company. Build a top-notch software application by following the listed best practices.

#web development #how to start offshore software development company #offshore meaning #offshore software development best practices #offshore software development company #offshore software development company in india #offshore software development cost #offshore software development statistics #outsource software development

Fixing Broken Technical Interviews

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Photo by ThisisEngineering RAEng on Unsplash

Hiring a software engineer is hard. It can take months to meet candidates that have the skills and strengths that will grow your team. Convincing them to join is an even heavier lift, often with huge price tags. As interviewers, we often make both challenges harder by chasing after qualities that don’t build strong productive teams.

I want to share what I think a technical assessment interview is supposed to do, and what makes for great technical assessments for businesses of all scales.

Why should you listen to me

I am a seasoned software engineer that has worked in the heart of the San Francisco tech industry building products with startups, and international corporations for over a decade. Primarily bringing apps to peoples iPhones.

I have interviewed with countless companies from FaceFlix giants, to WeWork nomads. I have designed and given technical assessments for the last 5 years, and built candid friendships through out the industry while working with hundreds of brilliant people throughout my career.

Interviewing is a frequent passionate topic of discussion for me - and while it may not be my favorite work activity - I have enough experience to share perspectives I think can improve the interviewing experience and outcomes for those in any industry.

What a technical assessment is supposed to do

Technical assessments first and foremost goal is to evaluate a candidates technical merit. If you yourself have technical merit, this is trivial. You can tell when you are talking to someone that knows your business.

Harder to answer, but more importantly:

What can they add to the team technically? And is it what we need?

Sometimes that means a specific fluency in a technology. Sometimes it is general knowledge of an entire suite or “stack” of technologies and how they work together. Sometimes it is a background in something your team wants to do over the next year or two.

An interview should be designed to answer some reasonably obvious questions. Breaking it down, some of the things I consider when assessing technical ability is:

Code Competency

  • Do I believe this person could take the work I see every day and do it to our standards? How confident am I in that?
  • Do they understand computer science fundamentals and data structures?
  • Do they have experience with the platform/framework/stack we use? How deeply?
  • How well do they apply concepts and data structures as tools to approach a problem?

Technical Communication

  • How do they get thoughts outside their head? Did we understand each other?
  • How did they break down a problem, discuss goals, risks, quality assurance? Will they be productive in technical meetings here?
  • How confident am I that code from this person will be what the team considers to be “good code”, and reviewing it will be comfortable and productive?

Teamwork

  • How did they respond when I asked them something they didn’t know? How about when I asked for a recommendation, decision, or made a suggestion?
  • How on time were we? Did we complete our objective in the allotted time? How easy was it staying on time?
  • Was the interview enjoyable? Stressful? Awkward? Did anyone genuinely smile or casually curse?

Level

  • In all of the categories how advanced was the performance?
  • How well did it meet the needs of the role?
  • How much is the team going to succeed or fail by this roles influence compared to my confidence?

I argue that a good technical assessment will leave an interviewer able to speak to these sort of questions if the interview was designed and given well.

Common Anti-Criteria

I have been in a lot of interviews that work against common growth objectives and even feel adversarial at times. While they demystify the recruiting process for interviewers by providing standards to follow, they completely miss out on gaining true understanding of a candidate and using the hiring process to strategize your team growth.

Success (Binary) Measurement

  • A task was completed
  • The candidate possessed _______ skill or demonstrated ______ ideal

IQ Measurement

  • The candidate answered trivia facts correctly and uses idiomatic code
  • The candidate solved a riddle, puzzle, algorithm challenge

The Grit Measurement

  • The candidate succeeded under stressful conditions
  • The candidate did not fall for a trick

These are all interesting things to have happened during an interview, and often would fit into a debrief, however I believe that an interview _should not be designed__to take their measuremen_t.

I often start interviews by explicitly stating that I’m not measuring these things. They are obviously noted, but they aren’t being compared to a standard. This sounds like it would be a big disclaimer but it’s as easy as:

“We want to make progress, but most importantly I want to hear your thought process and get a sense of working together.”

“The project we are going to do is the topic of the interview, but getting to know how you think and work is whats most important here.”

“We want to get to a working solution as quick as we can, but I’m not as worried about how smart you are as how well you can think and learn”

This has a powerful effect of de-escelating the interview and often makes a role more interesting to a candidate having had a comfortable experience that they can mentally map to a daily environment.

The most compelling interviewers I have worked with are able to make candidates forget they are interviewing — Not because of charisma, or co-working chemistry — but because the task that was presented was topical, and the interviewer was engaged not a challenge to be overcome.

#recruiting #interview-tips #software-development #interview #software-engineering #interview-questions