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RailsConf 2019 - Interview Them Where They Are by Eric Weinstein
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As engineers, we've spent years mastering the art of conducting technical interviews—or have we? Despite being on both sides of the table dozens of times, how often have we come away feeling that the interview didn't work as well as it could have? How many of our interviews have been just plain bad? How much time do we spend designing and improving our own interview processes, and what signals should we be looking for when it comes to making those improvements? In this talk, we'll examine the technical interview in depth, developing a framework for interviewing candidates "where they are" by focusing on answering two major questions: how can we ensure our interview process identifies the people and skillsets we need to grow our teams, and how can we interview candidates in an inclusive way that maximizes their ability to demonstrate their competencies? By the end, we'll have built out a rich new set of tools you can immediately apply to the hiring process in your own organization.

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In the talk titled "Interview Them Where They Are," presented by Eric Weinstein at RailsConf 2019, the speaker critically examines the technical interview process in the software engineering industry. He argues that interviews often fail to effectively assess candidates' skills and potential, leading to a poor experience for both interviewers and candidates. The core idea is to develop a framework that allows for evaluating candidates in a more inclusive and effective manner, focusing on identifying the right talent and competencies that align with team needs.

**Key Points Discussed:**  
- **Inefficiencies in Current Interview Processes:**  
    - Many interviews consist of trivia questions that do not reflect real-world skills or knowledge.  
    - Interviews can create anxiety and discomfort, which may not accurately showcase a candidate's abilities.
- **Anecdotes from Personal Experience:**  
    - Weinstein shares his personal experiences during interviews, highlighting instances of unproductive questioning and missed opportunities to display competencies.
- **Deficiencies in Job Descriptions (JDs):**  
    - Common pitfalls in JDs include imposing unnecessary degree requirements and arbitrary years of experience, which can deter qualified candidates, particularly from underrepresented backgrounds.  
- **Framework for Effective Interviews:**  
    - Weinstein suggests creating a flexible interview process that meets candidates where they are. This includes customizing interviews based on candidates' backgrounds, such as those from traditional CS degrees, boot camps, or self-taught developers.
    - Emphasizes evaluating strengths rather than weaknesses and allowing candidates to demonstrate their skills in real-world tasks or problem-solving scenarios. 
- **Inclusive Interview Practices:**  
    - Addressing biases within the interview process and crafting questions that are relevant to the candidate's specific experiences.
    - Utilizing made-to-measure interviews that adapt to each candidate's strengths, encouraging a more inclusive hiring atmosphere.

**Conclusions and Takeaways:**  
- It's crucial to clearly define what a company is looking for before interviews and develop success metrics that tie back to the job description.  
- Candidates should be assessed based on their ability to demonstrate their competencies in ways that reflect real work scenarios, moving away from traditional whiteboard interviews.  
- By restructuring the interview process to be more inclusive, organizations can attract and retain a broader range of talent while also improving the candidate experience.

Weinstein's final message encourages engineers and hiring managers to reflect on their interview practices and commit to continuous improvement for a better hiring process.

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