Good lord, interviewing is exhausting. I know I promised a recap of Noise Pop, but honestly, I just didn’t get to it today. I did talk about why I think I’m qualified for a couple of jobs. And it was so draining. Seriously, how can a few video calls be so taxing?
I get that companies want to make the right hiring decisions. And I understand all the work which goes into honing job descriptions and creating success metrics and asking interview questions to try and understand a candidate’s problem solving skills. I understand. Hell, I’ve been on the other end a number of times. But sometimes I think we’re getting it all wrong. I mean, I wish interviews where just two questions: 1) What excites you about this job? 2) Will you talk about any work you’ve done in your past which might be applicable to the work we’re doing?
These days, people want to work. They don’t necessarily want their work to be the entirety of what defines them, however. Those days are gone. We should be taking that into consideration as we hire now. We need to stop being so precious about “culture fit” and “self-starters” and “greatest strengths,” instead focusing more on the human you are looking to hire.
Nobody joins a new team already knowing all they need to know; we already assume they are going to need to learn something. Let’s focus on that, instead. If people are looking forward to collaborative problem solving, and willing to learn new tools and processes, then they are more likely than not ready for day one. As long as their new company is willing to invest in their continued education and have a good system for performance evaluation, everyone should come out ahead.
For now, I need a rest. If only so I can focus on finishing gushing about Noise Pop.
Blind Dogs
28 February 2023
Good lord, interviewing is exhausting. I know I promised a recap of Noise Pop, but honestly, I just didn’t get to it today. I did talk about why I think I’m qualified for a couple of jobs. And it was so draining. Seriously, how can a few video calls be so taxing?
I get that companies want to make the right hiring decisions. And I understand all the work which goes into honing job descriptions and creating success metrics and asking interview questions to try and understand a candidate’s problem solving skills. I understand. Hell, I’ve been on the other end a number of times. But sometimes I think we’re getting it all wrong. I mean, I wish interviews where just two questions:
1) What excites you about this job?
2) Will you talk about any work you’ve done in your past which might be applicable to the work we’re doing?
These days, people want to work. They don’t necessarily want their work to be the entirety of what defines them, however. Those days are gone. We should be taking that into consideration as we hire now. We need to stop being so precious about “culture fit” and “self-starters” and “greatest strengths,” instead focusing more on the human you are looking to hire.
Nobody joins a new team already knowing all they need to know; we already assume they are going to need to learn something. Let’s focus on that, instead. If people are looking forward to collaborative problem solving, and willing to learn new tools and processes, then they are more likely than not ready for day one. As long as their new company is willing to invest in their continued education and have a good system for performance evaluation, everyone should come out ahead.
For now, I need a rest. If only so I can focus on finishing gushing about Noise Pop.
See you tomorrow?