aivosha

I'v been doing this for some time now: I would have a chat, get to know a person. I would try to see on a human level if im dealing with an honest person or not, how close they are to their resume/linkedin profile. And I would tell them that I choose believe them, and I want to hire them. But the "interview" as it were, is not over. You will be tested over a period of time for which you will be paid as per your asking salary. But please know this, you will get fired very quickly if you dont live up to your own "hype". I find this direct/dry honesty scare lot of candidates and I'd like to think its a good thing: they are vetting themselves out, instead of thinking they could get in and "hide out" somehow.

The reason im doing this vs "traditional" way is 2 fold:

1. I dont want to spend endless time on back and forth and technical challenges. Not only I dont have that time, but I would be spending that time (hence money) that I could use to hire them for a probation period. 2. Interviews give lots of false positives. Its like unit tests - you think you covered 100% of your code and you'r done. But shit still hits the fan b/c your integrational/functional coverage sucked. Interviews are only the unit tests !

Do you guys ever try approach ? How does this work out for you ?

I had people leave my team under different circumstances and Im always asked if I did an exit interview. Honestly i don’t even think Entrance interviews are all that useful or telling. Yes you talk. You ask questions you get answers. Most of the time they’re nervous. What do you get out of it that is really useful? Now the exit interview is even weirder. The very existence of it proves the first one was useless. And also what would compel the exiting person to be truthful and objective? What do you guys get out of it realistically and how do you act on that knowledge?