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Tech hiring has a bad reputation for a reason - it's usually awful. But it doesn't have to be that way. In this talk, we'll dive into what is wrong with many current tech hiring practices and what you can do instead. You'll learn ways to effectively assess technical ability, what makes a great interview question, how to be more inclusive, the pros and cons of giving homework assignments, and much more. You'll leave with ideas to improve your interviews, and ways to influence your company to change their hiring practices.
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The video, titled "Hiring is Not Hazing," features Aja Hammerly discussing the failures of current tech hiring practices and proposing actionable solutions to improve the process. In her talk at RailsConf 2021, Aja emphasizes that tech interviews are often ineffective and frustrating for candidates. Key points discussed include: - **Assessment Methods:** Aja critiques common assessment methods such as whiteboard coding, homework challenges, and portfolio reviews, discussing their pros and cons. Whiteboard coding, while inexpensive and quick, is criticized for being unrealistic and subjective. Homework assignments are pointed out as being cumbersome for caretakers, and while portfolio reviews are great for showcasing skills, many candidates cannot share previous code due to confidentiality constraints. - **Question Quality:** The importance of asking clear, simple, and relevant questions tailored to the job requirements is highlighted. Aja encourages interviewers to avoid jargon and overly complicated questions that may confuse candidates. - **Evaluation Criteria:** A rubric should be used for evaluations, focusing on qualitative assessments over quantitative scores. This method promotes consistency in candidate evaluation and reduces biases. - **Candidate Experience:** A positive interviewer attitude is vital. Aja stresses the need for interviewers to view themselves as allies to the candidates, fostering a supportive environment that encourages candidates to showcase their strengths. This includes being open to candidates asking questions and being understanding of their needs during the interview process. - **Practical Recommendations:** Aja shares practical tips for interviewers, such as encouraging candidates to ask clarifying questions, using gender-neutral language in evaluations, and assuming that candidates will need ramp-up time after hiring, which should be reflected in the evaluation process. In conclusion, Aja reiterates that while many tech hiring practices are fundamentally flawed, interviewers can take immediate steps to improve their processes by asking better questions, evaluating candidates more fairly, and maintaining a positive, supportive attitude throughout the interview process. These changes not only enhance the candidate experience but also increase the likelihood of hiring the right talent for tech positions.
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