The (Unofficial) ITWorx Technical Architecture Blog

Interview Completeness

Posted by archworx on August 18, 2008

I often find myself in a situation where I am interviewing someone, and I am starting to be impressed, when all of a sudden, I decide to ask one more question, jut for the heck of it – and suddenly I realize that I have uncovered a major gap in this person’s profile. Which brings me to the question – what do you think makes the complete interview? Both in terms of categories and what those categories may include in terms of questions. Off the top of my head I can think of the following main categories:

* Technical Competence

* Depth of Experience

* Gauging Passion

* Compatibility Company Values

Let us know your thoughts, too.


4 Responses to “Interview Completeness”

  1. Sheltox said

    In my opinion there are more measures for a job candidate, but most of them are job specific. For example if the vacancy requires customer interaction you need add “Presentability” and “Self Confidence” and so on and so forth. The point is, you have to be specific on the required skills to achieve an objective selection. But no mater what you do some ‘bugs’ will always escape through to your system, that’s when the three months evaluation period comes in handy.

  2. job interviewing goes beyond choosing who can just do the job, a company is a culture of its own! some people get in and some get out, and thats what defines this culture – its a choice of evolution with every new hire or layoff.

    Sure thing is that interview completeness is a myth, however its not always about the shown good traits of the candidate, some disqualifying questions must set the standard for foreseeing unsuitability, for example as a general rule MI6 don’t accept candidates who suffered from bipolar disorder before!!! Even if these people might be perfect candidates in software architecture!!

    the easy way is to ask for a workplace superman, got years of NLP training, super human interpersonal skills, and ofcourse legendary expertise in various technologies. However, a good company would give everyone a chance to be part of it somehow at some level- we can call it management innovation or whatever! there are some known old and new ways for doing this such as internal venture groups, franchising partnerships, off-site positions (open source projects); just to name a few!

  3. Mohamed said

    Business challenges ~ how can you increase our revenue streams!?
    Technical challenges ~ role-playing workshops in the evaluation period!

  4. I love your site!

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