Job Interview Tips with Questions to Ask the Interviewer!

by Robert John Stevens, July 14, 2017

Here are HireStrategy’s tips for interviewing for a job. Emily Glezen emailed these to me. I particularly like the questions to ask that are listed at the end:

· Connect your experience to the job.

· We recommend providing detail and depth in all or your responses.

Thing to be prepared to speak to:
· The company and why you’re interested in working there.

· Your strengths.

· How you’ve overcame challenges in the future and examples.

· Why they should hire you (Speak directly to the job qualifications)

· Why you left past jobs

· Be honest about what you don’t know, but what you would do to find out the answer.

· Be conversational and do not give short answers! If you do not have experience with something, tell them something you do have experience with that is similar and explain your familiarity what that technology. We never recommend just saying ‘no’.

· Do you research on the company – Be able to speak to why you want to work there.

· If you worked with a Technology, make sure you can explain where you worked with it and how you used it.

· Remember to have a copy of your resume on hand for the interview as the manager will be referring to it and it will be easy for you to point out your experience as it pertains to the job description.

· Highlight key points in your resume that pertain to the job description.

· Be prepared to speak to every bullet point on the job description and your resume.

· Allow up to 30 minutes in the interview, it may go longer so please plan accordingly.

· Answer the questions clearly and concisely and stay professional and on topic at all times.

· Do not bring up any negativity about previous employers or positions and stay positive and focused.

· Close strong! Express to the Manager that you are very interested in the position and learning more about next steps.

Advice about when they ask ‘do you have any questions for me’:
Companies love to talk about themselves! The hallmark of a good interview is a 50/50 conversation. You want the interviewer to spend as much time speaking about themselves, the company and position as you should be speaking of your own background. The best way to engage an interviewer is to ask great questions, here are some examples:
1. What do you like about working here?

2. What do you think is the most challenging aspect of this role?

3. What type of profile do you think would be an ideal fit in this position?

4. How would you describe the team culture?

Why Programmers Don’t Like Recruiters

by Robert John Stevens, December 31, 2015

Do attractive people need to hire someone to find dates? Sometimes, but programming teams that are good enough to attract talent do not need recruiters, especially if they are led by well-respected leaders with magnetic personalities.

To assess whether or not programmers are tidy and presentable, recruiters often ask to meet them in person before presenting them to prospective employers. Do great programming teams care what a candidate looks like? Most will say no, especially when hiring top programmers.

When deciding between two candidates with comparable skills, corporations will usually avoid paying a recruiter’s commission and choose the freelance candidate.

Your chances of getting a job are much higher with in-house corporate recruiters.

Find jobs that are not yet posted. To do that, offer to take your employed friends to lunch. Do not delay—a few hundred dollars of lunches is a small amount compared to extended periods of income loss.

Remember, the longer you stay unemployed the more likely you will remain unemployed so avoid recruiters, get to work, remain positive, assume nothing, don’t say more than you need to during your interviews and get several employers to bid against each other for your employment.

And learn new tools and technologies to keep your mind fresh and sharp, to make the competition irrelevant and because programmers love to hire those using the latest and greatest.

Tips on Interviewing Programmers

by Robert John Stevens, November 10, 2015

Here’s a few tips to help your team attract outstanding candidates.

  1. Recognize that if a programmer graduated in Computer Science, Information Systems or a math, physics or engineering discipline from BYU, MIT, Stanford or any comparable program then he or she has been proven capable of outstanding achievement.
  2. Apply the Golden Rule to interviewing: Treat every candidate as you would want to be treated. You’re more likely to hire smart programmers if you treat them as if they are smart.
  3. Don’t ask them to take a programming test, especially without first meeting them in person—it is insulting to some of the best talent. It suggests you are lazy, shallow or unable to assess intelligence from a face-to-face interview. Considering the average programmer codes just 5-6 lines of code a day, asking them to write code on a whiteboard is not an accurate way to judge their abilities or potential for future contributions. Instead, invite them in for a pleasant oral interview and ask many questions.
  4. Don’t ask the same phony IQ-test questions that stumped you in previous interviews. They are rarely pertinent to the job they’ll do for you.
  5. Respect or pay for their time. It takes time to takes programming tests, especially to write code. While it may be easy for you to send a candidate a test, it costs them. Time is money—even for those considering changing jobs.
  6. If your purpose in asking them to take tests is to assess their credentials, then ask them to bring their college diplomas. Recent certifications or completed courses from and can be validated online.
  7. What does your approach to interviewing say about your development environment? The best teams mentor each other constantly. Learned something new? Share it. Stuck for longer than a few minutes? Ask questions and your peers will be happy to answer. If this isn’t the case, why should any sane programmer want to come to work for you? Get your development shop in order first.
  8. A corollary: What can’t a good programmer learn if someone is willing to spend a few minutes to explain it? If that is the case then how relevant are technical interviews?
  9. Looking for a programmer’s programmer? Will he or she stay around to perfect and finish your product through completion and through its first maintenance release? I’ve learned that a finisher with great attention to detail is far more valuable than a supposed programmer’s programmer.
  10. How much more could you learn by working side-by-side with a programmer for one afternoon than a long series of technical interviews?
  11. If syntax and concepts can be learned quickly, especially from side-by-side mentoring, then how important is a programmer’s encyclopedia of facts if he or she can learn quickly and is good at solving problems?
  12. Given a complex problem, who is more intelligent—a programmer who will provide a complex or an easy solution? And yet which person do programming teams usually hire?
  13. Never insult a candidate. Always leave the door open for the future. You may need to hire them someday. Plus, an angry and rejected candidate may hurt your ability to hire others in ways you may never know.
  14. If you in your great wisdom decide to turn down a candidate, explain why and give him or her a chance to offer a defense. You may discover your conclusions were incorrect.

Do you interview doctors before hiring them? How comfortable would you be asking them to take a test? I’d feel silly doing that. What’s the difference then between interviewing a doctor with credentials and a programmer with credentials?

Perhaps the answers are simple: After taking just one course, many people think they are qualified programmers. Also interviewers know programmers don’t charge for the time they spend interviewing and taking your programming tests. 🙂

Robert John Stevens graduated from BYU with a B.S. in Computer Science in 1985, completed his course work for his M.S. in Computer Science in 1988, and has developed software professionally for more than thirty years.