Panel: Better Hiring Practices for Fun and Profit

by Cecy Correa, Pamela O. Vickers, Heather Corallo, and Justin Herrick

The video, titled "Better Hiring Practices for Fun and Profit," features a panel discussion at RailsConf 2017 with speakers Cecy Correa, Pamela O. Vickers, Heather Corallo, and Justin Herrick. The primary focus of the discussion is to offer insights and strategies to enhance the hiring process in the technology sector, making it more efficient and enjoyable for both candidates and employers.

Key points discussed include:

Introduction of Speakers: Each panelist shares their background, highlighting their experiences in improving company culture and technical training.
Experiences with Job Interviews: The panelists share various negative experiences they faced during interviews, illustrating common frustrations and the importance of sensitivity in questioning. For example, one panelist recalls a confusing whiteboard exercise at a startup and another shares an embarrassing code review situation.
Importance of Job Descriptions: The panel emphasizes the significance of writing effective job descriptions. They suggest that descriptions should focus on the problems the hire will address rather than merely listing requirements. This changes the narrative, making candidates understand their expected contributions and the organizational culture.
Analyzing Job Descriptions: They advise job seekers to critically analyze job listings for implicit biases and red flags, such as aggressive language or unrealistic experience requirements, which can indicate a problematic company culture.
Inclusivity and Diversity: The discussion highlights the need for inclusivity in job postings, suggesting that how criteria are framed can significantly affect the diversity of applicants. They recommend using inclusive language to attract a wider pool of candidates.
Assessing Technical Skills: The panelists advocate for practical assessments during the interview process. One successful method shared involves creating a two-step coding challenge that allows candidates to demonstrate their skills in realistic scenarios.
Feedback and Improvement: Continuous feedback and evaluation of the hiring process are essential, according to the panel. Collecting feedback from interviews helps refine the approach to hiring and improve team integration.

The major takeaway from the discussion is a call to action for both employers and job seekers to actively engage in improving the hiring landscape by fostering clearer communication, embracing inclusivity, and evaluating technical skills comprehensively. The panelists encourage a collaborative effort aimed at creating better and more enjoyable hiring practices in the tech industry.

00:00:12.259 Welcome to 'Better Hiring Practices for Fun and Profit.' We are here to tackle the hiring process in tech once and for all, with the hope of never having to discuss it again. But before we dive in, I want to run through a few housekeeping items.

00:00:28.290 First, feel free to comment about the panel using the RailsConf hashtag. Additionally, I will be checking the #HireRails hashtag throughout the session, specifically looking for questions or comments from the audience. We may have a Q&A session approximately ten minutes before the end, but my goal is to gather audience questions as the panel progresses.

00:00:44.340 You might notice that all of our Twitter handles are displayed on the slides. If you wish to contact any of the panelists, please feel free to do so. Now, let’s take a moment for everyone to introduce themselves. I’ll start: I am the moderator, and I am extremely passionate about bringing people into tech, which is why I wanted to discuss hiring practices.

00:01:09.570 Let’s move on to our panelists. Hello, I'm Heather Corallo, and my company is called CTO. We help organizations with agility transformations. Essentially, we work to improve company cultures and discuss workflow, processes, and how to map talent with product and engineering strategies.

00:01:36.299 Hello, my name is Justin Herrick. I am a developer, consultant, and teacher, and I've been doing these throughout my entire career. I'm also a founder of Lunar Collective, a software consultancy that focuses on training and building custom software. My goal is to set good examples and practices that can be shared within the industry.

00:01:54.020 I'm Pamela Vickers, working as an engineering manager at MailChimp in Atlanta, Georgia. I collaborate mainly on career development and internal processes within our engineering team.

00:02:12.200 To begin, I’d like to hear from the panelists about the worst job interview experiences they’ve had, whether they were the interviewer or the interviewee. I encourage the audience to join the conversation using #HireRails. I'll share my memorable experience: I was interviewing with a small startup that had little experience with interviews.

00:02:43.960 They decided to do a whiteboard exercise, following the conventional interview format, but struggled to explain it correctly. Every time I tried to follow their instructions, they would tell me I was doing it wrong, which was quite confusing.

00:03:43.510 Another notable experience happened while applying for a consultancy job. I was flown out to Chicago for a code review, where they displayed my code on a large screen for everyone to critique. At one point, a senior developer pointed out a line I had mishandled, which was a real embarrassment for me.

00:03:58.050 In another situation, during an interview for a C# developer position, an interviewee was asked about her experience on 9/11. It turned out she had friends who were lost in the incident. This was four years later, and the lack of sensitivity from the interviewer was shocking.

00:04:45.180 With that in mind, let’s shift to discuss an essential element of the hiring process: job descriptions. We’ll consider job descriptions from both the employer's and potential employee's perspectives. To start, how do you write an effective job description?

00:05:30.050 The first task is understanding the reason behind writing the job description. What problem will this new hire solve? What skills or attributes do we lack as a team that this individual will bring? It's important to focus on problem-solving rather than simply filling a position.

00:05:50.990 As an employer and developer, I want the candidates to have a clear understanding of their day-to-day responsibilities. It’s crucial to set expectations of what they will be working on and any timelines related to projects.

00:06:06.350 Moreover, focusing on the specific role and responsibilities helps to create a unique job description that differentiates it from generic ones that simply list acronyms. The goal should be to give candidates a sense of the organization’s culture and workflow.

00:06:20.440 From my perspective, highlighting the actual work and its context is more valuable than listing previous experiences. It is vital for job seekers to understand what the job entails rather than being bogged down by lengthy requirements.

00:07:02.320 In our company, we emphasize giving potential candidates an understanding of the organizational structure, particularly during hiring, so they know to whom they will report and the surrounding team dynamics.

00:07:13.470 Hiring for multiple teams with overlapping responsibilities can be challenging. It's necessary to clarify this during conversations and incorporate it into job listings to better align expectations with candidates.

00:07:25.960 When discussing job seekers, what advice would you give them for navigating job descriptions and reading between the lines? One effective approach is to read multiple job descriptions and note recurring phrases that often carry significant meaning.

00:08:01.390 For example, phrases like 'flexible vacation' might sound appealing but can indicate an environment where actually taking time off is frowned upon. Sent job listings you find interesting to someone experienced to receive their insights.

00:08:19.560 It's crucial to be critical and to recognize potential red flags in job postings. Phrasing patterns, such as aggressive language or unattainable requirements, may hint at underlying issues within the company's work culture.

00:08:32.960 For instance, it’s essential to check if companies are asking for more experience than a technology has existed. It's these nuances that can serve as indicators of a company's understanding of the industry.

00:09:25.890 As you navigate job descriptions, consider the expectations and culture that surround them—look for mentions of agile practices, version control, or testing. If these aspects aren't highlighted but amenities are, tread carefully.

00:09:42.440 It's crucial to ensure you have a solid understanding of what the company is like before jumping in. Job descriptions should facilitate clarity, offering insight into the expected practices and work environment.

00:10:03.090 We encourage anyone writing job descriptions to contemplate the actual message they are conveying. How are skills and experiences articulated? Are there implicit biases in how the criteria are set?

00:10:16.320 An essential part of the hiring process is acknowledging the influence that terms can have on applicants' confidence, especially in the context of gender differences during applications.

00:10:29.130 We often see that women apply for jobs only if they meet 100% of the criteria, whereas men are more likely to apply if they meet 60%. This discrepancy can be attributed to how job descriptions are framed and perceived.

00:10:53.440 Encouragingly, addressing these issues must start at the job listing stage—using inclusive language, representing skills accurately, and ensuring accessibility for all potential applicants.

00:11:08.869 We should also challenge ourselves to identify outdated hiring practices and strive for inclusivity. Successful hiring practices enrich diverse teams, offering new perspectives and a breadth of experiences.

00:11:25.500 In closing, many practices could be introduced into hiring protocols to promote diversity and inclusivity. It’s essential to reflect on how your company communicates these values clearly to potential hires.

00:11:41.110 Once we have a job description out there and applicants come in, let’s shift our focus to assessing each applicant’s technical ability.

00:11:52.370 Assessing technical capability can be a challenge. One method is to ask candidates to complete real-world tasks that they’ll manage on the job, which helps evaluate their actual skills rather than abstract capabilities.

00:12:30.020 For instance, I recently created a two-step coding challenge for applicants, where the first part allowed them to work independently using any technology. The second part required them to follow specific guidelines and strict instructions.

00:12:51.740 By observing their output in both contexts, I could gain insight into their flexibility and skills in adapting to different work environments. Peer coding sessions are also beneficial and facilitate better conversations about their coding process.

00:13:14.750 Furthermore, when hiring more senior engineers with different primary languages, it's invaluable to have someone who understands that language interview the candidates. This ensures that the evaluation process is fair and competent.

00:13:43.520 It's also valid to use software for example to assess candidates' proficiency without the bias of a one-on-one interview environment. Use tools and peer interviews collaboratively to gather a broader viewpoint.

00:14:03.320 We should remember to gather feedback from each hiring cycle and analyze what worked well and what could improve. Assess candidates not just on output but the thought processes and qualities they show throughout.

00:14:14.470 In terms of team dynamics, evaluating productivity after hiring a new team member can be tricky, primarily when entirely remote. Using agile assessments can help identify how they integrate with the team.

00:14:34.650 It’s a continuous learning curve; regular evaluations and honest feedback can provide clarity on an individual’s performance and progression.

00:14:50.160 Finally, when reviewing interviewers, having them trained and prepared helps ensure they understand the process and goals, making the feedback more actionable and constructive.

00:15:00.800 In summary, both employer and candidate perspectives are critical in improving the hiring process, and we are here to support each other in achieving that goal. Thank you all for participating today!