how to interview like google (but better) - svcc
TRANSCRIPT
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Gayle L. McDowell | Founder / CEO, CareerCup
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How to Interview Like Google (or not) – But BetterBest & Worse Practices
Oct 1, 2016
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gayle in/gaylemcdgayleGayle Laakmann McDowell 2
Hi! I’m Gayle Laakmann McDowell
Author Interview Coach Interview Consulting
<dev>
</dev>
(CS)
(MBA)
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How People HireCurrent strategies00
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HowWe
Hire
Problem-solving questions
Onsite “real-world” tests
Homework Take-Home Tests Prior experience References
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It’s all broken There’s no “perfect” interview. Always false negatives. Always false positives.
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Problem Solving
Intelligence matters (a lot)
Lots of communication
Ability to push through hard problems
Intimidating Prep helps Other ways to
be “great” Can turn off sr.
candidates Lots of bad
questions
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Onsite Real-World Tests
See real-world skills
Identifies current skill set, not potential
Lack of communication
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Homework
Sees real-world skills.
Cheap & easy
Identifies current skill set, not potential
Candidates can feel exploited
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Prior Experience
It matters Lots of
communication
Some can “talk a good game” Some can’t…
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References
Prior experience is good
Hand-picked Different
companies have different needs
Not always 100% honest
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Not
ToMention…
NONE evaluate work ethic or ability to focus
(which isn’t necessarily constant anyway)
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WhatTo
Do?
Find what’s right for you
Identify the flaws Make it as un-broken
as possible
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Core BeliefsPhilosophies around hiring01
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#1: Good candidate experiences matter
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#2: Smart beats knowledgable
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#3: It’s On You To Get What You Want
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#4: Nothing Is Perfect
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The InterviewGoals & Questions02
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Goals
Great employees, not great interviewees
Good in 6 months, not 6 days Reduce false negatives Keep candidates happy
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Standard Intervie
wStructure
1. ~5 min resume/behavioral
2. Technical questions3. ~5 min questions
for you
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Core Question Types
Experience/Behavioral Questions Knowledge Design/Architecture Problem Solving/Algorithms Coding
21
Can be mixed and matched!
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Behavioral/ExperienceWhat do you ask and why?03
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What We Look For
Is this a person you want to work with?
Technical expertise Has made good, interesting technical
decisions Culture fit/personality
Not arrogant, curious, initiative, etc Communication
Can they articulate impact?
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Engineers don’t like interviews
Hostility towards “cheesy” questions
Don’t “get” interviewing
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Styles of Behavioral Questions
Open-Ended Discovery “Tell me about _ project”
Situational “Tell me about a challenging project”
Hypotheticals “How do you handle conflicts?”
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Open-Ended Discovery
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Example Questions
“Walk me through your resume” “Tell me about the projects you’ve
worked on.” “Tell me about your job. What do
you like?”
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• Candidates feel…
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The Good and Bad
Gives opportunity to talk about what they want
Finds stuff not on their resume Won’t throw them off But…
Unstructured, might not get info you want
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Situational
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Example Questions
Tell me about a time when you faced a conflict
Tell me about a time you had to influence people
Tell me about a difficult decision you had to make
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Avoid Hypotheticals
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Best Practices
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Avoid priming
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Avoid too specific questions
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Avoid superlatives
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Drill Deeper
• How & Why
• SAR (Situation, Action, Result)
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Be Reassuring
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Know What You’re Looking For
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Cross Check
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My Favorites
Resume walk-through Do it yourself first, to set the stage
Hobbies & stuff not on your resume Warn that it’s okay to not have anything
Past projects and work Walk through design on whiteboard Discuss tradeoffs, key decisions, etc. Extensions to project (scaling, etc.) Focus on personal impact
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Check
YourInterviewers
Is the question likely to annoy a candidate?
Did they go beyond surface level?
What did they learn? Are they sure they
learned that?
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KnowledgeWhat do you really need?04
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Examples
What’s the difference between __ and __?
What are the benefits of __? What does __ mean?
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Goals
Assess candidate’s skills Relative to position needs Relative to expectations
Make candidate’s experience feel valued
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Avoid “quizzing”
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Be nice (even when they mess up)
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Knowledge Should Be…
Hard to obtainor
A red flag to lack
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My Favorites
How does ____ work? How do you think it’s implemented? Teach me about ____.
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Questions
For YourInterviewers
Was it a discussion? Did you probe deeper? How long would it take
to teach this depth? If the candidate didn’t
know something: Why not?
Were you positive & reassuring?
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DesignBig, meaty problems05
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Why?
Tests: Ability to tackle open-ended problems Communication/teamwork skills A different side of problem-solving
Respects experience of senior candidates
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Might be unexpected
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Beware of insider knowledge
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Encourage them to drive
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Coach your candidates
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Evaluation
Ability to make tradeoffs Ability to identify issues Separate knowledge from attributes Response to feedback Higher standards for more senior
candidates
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Examples
Design API for… System for Amazon book rank System for TinyURL OOD for a music library
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Questions
For YourInterviewers
Did the candidate need to really think?
Did you go deep? Did you help the
candidate through?
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AlgorithmsMake ‘em think06
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Why?
Smart people do good work Hires adaptable people Very effective if done well
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Bad Practices & False Negatives
Easy questions Questions with “a ha” moments Well known problems (or patterns)
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Best Practices
Ask the right questions Be nice and friendly Relevant when possible Coach A slow & fast solution
MAKE THEM THINK
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The Right Questions
Medium-to-hard questions Multiple hurdles Unusual questions Avoid obscure knowledge
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Reasonable KnowledgeData Structures Algorithms ConceptsArrayLists Merge Sort Big O Time
Hash Tables Quick Sort Big O Space
Trees & Graphs Breadth-First Search
Recursion
Linked Lists Depth-First Search
Memoization / Dynamic Programming
Stacks / Queues Binary Search
Heaps
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Do not ask…
Dijkstra’s algorithm Tree balancing Topological sort A*
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Be Nice and Friendly
Intimidated candidates do poorly Candidates cling to every word
Use this! “Good job”, “great point”, etc.
Especially if they’re struggling or nervous
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Coach
Give hints as necessary Encourage examples (input/output) Remind them of key details Stop them from writing code too
early YOU manage the time
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Phone Interviews vs. Onsite
Don’t “go easy” on the phone But avoid problems needing
diagrams Strings, hash tables, linked lists are easy
to draw Trees and graphs are hard
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Evaluation
Not just correct vs. incorrect How optimal? How quickly? How many
hints? Compare to other candidates
Early on you won’t be calibrated More of a “gut feel” than a metric
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Rand7: Given rand5(), implement rand7() Has “a ha” moment
Bad Questions
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More Bad Questions
Implement a stack with a singly linked list
Reverse order of words in a sentence
Merge two sorted arrays Find duplicates in a string Given a book, find unique words &
occurrences Replace spaces with “-”
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Sub Permutations: Given two strings, s and b, find all permutations of s within b.
Good Question
Hard questionMany partsEasy knowledgeUncommon
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Max Alive: Given a list of people with birth/death years, find peak population
Good Question
Medium difficulty question
Several optimizationsEasy knowledgeUncommon
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z
Gayle Laakmann McDowell
Check
YourInterviewers
Did the candidate need to really think?
Is the question unusual?
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CodingPractical stuff07
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Why?
Code quality matters Not everyone can translate
algorithm into code
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Bad Practices & False Negatives
Requiring every detail Tedious questions Taking over the testing Letting the candidate code too
early
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Don’t waste time Do you really need that Node class? Skipping uninteresting parts, etc.
Okay to make-up reasonable syntax Make it clear when they should/shouldn’t
code Encourage testing, refactoring, etc Don’t stress about compiling
Best Practices
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Compiling Code
Requires a lot of overhead Do it only for good reason
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Evaluation
“Seemingly compilable” code Look at structure and style
But differentiate what’s trainable Not about complete vs. incomplete Let the candidate test What is this telling you?
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z
Gayle Laakmann McDowell
Check
YourInterviewers
What did you learn about the candidate’s coding?
Can the issues be fixed?
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Final ThoughtsThings to remember07
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Remember:
It’s on YOU to get the info you want Challenge your assumptions Separate “did they do X?” from
“can they do X?” What did ___ tell you about the
candidate?
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Check Your Interviewers
What did you learn from this question/answer?
Were they happy and supportive?
Did they challenge the candidate?