Interview Process in IT Industry

The way interviews are taken in the IT industry, personally, not relevant any more. This is totally my personal perception.

You cannot judge a person in 30–60 minutes by barely asking a few questions. Even at times, the interviewer is not trained as if doing Just show off(khanapurti or खानापूर्ति). The most horrible part about job interviews is that almost nobody that you interview with is actually a trained interviewer.

Even the people who go through “interview training” aren’t professionally trained in “real” competency analysis, question formulation, active listening, or other related skills.

Ninety percent of interviewers will fall into this category. Almost everyone just figures it out as they go, doesn’t prep for the hours you’re spending with them, and relies on their own interview experiences to shape your interview.

On occasion, when I got interviewed, a person asked a question from their laptop (a written question). It was not a discussion in any way. Formality only

On another occasion, during an interview, someone came in and asked for write with coding to solve the Hacker Rank problem. According to what I observed, he had no more than 5 years of experience. He was only interested in runnable code not the approach/idea.

Most of the time, interviewers read our resume in front of the interviewee. Also, most of the time, check English-speaking literature. If it's like that, then why not have HR hire a Delhi University English graduate? They are the best.

In my opinion, the hiring process should be based on

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Technical/Domain -50%

Logical- 10%

Learning Capacity-10%

Situation-based Q: 10%

Social media/tech forum/posts: 10%

Psychometric test/language-10%

They’re just like you and me—regular workers and managers who are good enough at their IT,accounting, admin, marketing, or other jobs—and they’ve been asked to interview you.

They have no training in general psychology, I/O psychology, human behaviour, or anything else directly relevant to job analysis, skills and competency assessment, or general listening skills.

They come with an entire host of silly assumptions about you, where you came from, what your former employers did, what you did and what they believe to be important in their vacancy. Some of it is right, but much of it is just a remnant of their own experiences in the position and based on their assumptions about what works or doesn’t work.

Even the professional recruiters that companies hire don’t really have any formal training in recruiting—there’s not much of a barrier to entry for recruiters and even less of a standard for interview team members. It’s a pure shame—and shameful.

“Corporate Interview Training” usually just takes a few hours or is a series of web videos they watch that spend the bulk of their time educating interviewers about what not to ask.

Companies don’t ever measure the effectiveness of their hiring process. They have a difficult enough time trying to do annual performance reviews of their employees, and even when they use “objective assessments” in their hiring process, they never come back to validate whether those assessments are doing what they think they do.

No one is perfect; we all have our flaws. So Hiring process must be analysed, specially interviewer must have some training before taking an interview.

Thanks for reading this post. For any query write to cnsnoida@gmail.com