Having served as an interviewer at all three companies where I’ve been employed, my experience has evolved significantly from when I first began. The crucial lesson I’ve learned is that an interview isn’t a battlefield or a test of wit. It is not about proving who’s smarter or more knowledgeable. Instead, it’s about discovering whether the interviewee could be a valuable addition to the team.
I recall an article penned by a junior developer expressing his expectations of an interviewee, specifically that they should ‘entertain him’ during the process. He also expressed a preference for interviewees who talked incessantly while coding, arguing that silence during coding was undesirable. Additionally, he held the belief that good English skills signified intelligence and that effective communication was paramount. While reflecting upon his views, I realized the need to articulate my thoughts about interviewing.
Not Knowing is Okay
One of the most counterproductive traits I’ve noticed in many candidates is their reluctance to admit ignorance about a certain topic. This usually leads to them trying to circumvent the issue through aimless chatter. I firmly believe it’s acceptable not to know everything, provided you acknowledge it and communicate it well. This admission indicates to the interviewer that you are mature enough to recognize and accept your limitations.
Avoid Arrogance
Arrogance during an interview is a surefire route to rejection. It is not uncommon to encounter candidates – typically recent graduates – who presume they know more than the interviewer. Such attitudes result in disregarding guidance, hints, and sometimes, even common sense. I recall interviewing a candidate who, amusingly, blamed the compiler for his coding errors, insistent that his syntax was correct.
Do Not Rely on Memorization
As an interviewer, I’m well aware that many of our interview questions are readily available online. However, a candidate merely reciting a pre-learned answer adds little value if they cannot explain the reasoning behind it, or manipulate the code when asked. In this context, declaring ignorance about why you did X or Y is an absolute faux pas!
Overall, my priority in an interview is to determine whether the candidate is a good fit for my team, both technically and culturally. All other factors take a back seat to these criteria. Hiring someone who doesn’t align with the team dynamic is a waste of resources for the team, the company, and the candidate themselves.