Bad Advice: How to Fail an Interview and Guaranteedly Get Rejected

Contents:

• Ask questions for show
• Create tension during the interview
• Lie about the company and the project, hide shortcomings
• Drag out the technical interview
• Ask juniors difficult questions
• Don't ask middles about their previous experience
• Don't inquire about their English level
• Prohibit googling during the interview
• Conclusions

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An expert is a specialist with deep knowledge and experience in a specific field. Experts play a key role in various fields, such as science, technology, economics, and the arts. Their opinions and recommendations are often considered authoritative, making them important figures in decision-making and strategy development. To achieve expert status, you must constantly update your knowledge, stay up-to-date on the latest trends, and actively participate in professional communities. This allows you not only to stay current with your skills but also to share your expertise with others. Expert assessment can significantly improve the quality of work and help in solving complex problems, which makes experts indispensable in any field.

About the author

The author of this material is an expert in his field, with significant experience and knowledge. He actively shares his opinion and analysis based on in-depth research and practical experience. In his work, the author strives to provide readers with relevant and useful information that contributes to their development and understanding of the topics covered. His publications cover a wide range of topics, allowing him to attract a diverse audience. His writing approach is based on thorough analysis and objective data, making his opinions and recommendations valuable to readers.

Lead software engineer and author of the Telegram channel @dead2pizza. His main interests include information technology, programming, software development, literature, and video games.

Many employers conduct interviews without paying due attention to the information provided in a candidate's resume. This approach is ineffective. It is important to carefully review the resume to understand the position the applicant is applying for and what skills are expected. Only with thorough preparation can one effectively conduct interviews, ask targeted questions, and organize live coding sessions. This will not only improve the quality of the selection process but also help find the right candidate.

I present eight effective tips that will help employers permanently discourage undesirable candidates and ruin the interview process. These recommendations are guaranteed to ensure a negative experience for job seekers, thereby avoiding future encounters with unsuitable candidates.

Ask Questions for the Sake of Interviews

If your company develops databases, it's worth considering what questions to ask candidates during interviews. While you can delve into algorithms and data structures, it's important to understand that not all applicants need this knowledge to perform their duties. Instead of wasting time sorting through numerous candidates in search of the perfect one, it's more practical to focus on the first suitable options that can potentially handle the project's tasks. In practice, many candidates quickly adapt and begin working effectively, even if they are not the most highly qualified. This saves time and resources, and also speeds up the recruitment process.

Companies sometimes spend six months searching for the ideal employee, which leads to a significant loss of time and resources. However, the full set of skills listed in the job posting is not always necessary for the successful completion of a project. In my opinion, most positions do not require superhumans who instantly come up with brilliant solutions. If a candidate can clearly articulate their thoughts and we find common ground, I am ready to hire them without asking unnecessary questions during the interview.

Creating Tension During an Interview

Interviews are often stressful, especially for the candidate. To ease the tension, I begin the interview by offering to use informal language. This helps create a more relaxed atmosphere and removes unnecessary communication barriers. After that, I ask simple questions, such as asking the candidate to share their experience. This approach promotes a more open and productive conversation, allowing me to better understand the candidate's qualifications and motivations.

I've been to many interviews, and my experiences have been varied. In some cases, recruiters immediately asked questions about how I would handle a specific task or work problem. In other cases, the introduction was drawn out, and 40 minutes were devoted to talking about the company. Both approaches have their drawbacks. An effective interview should be balanced, allowing candidates to demonstrate their skills and understanding of the role, and employers to present their company concisely and to the point.

Lying about the company and the project, hiding weaknesses

Employee weaknesses will eventually become apparent, making it important to choose them wisely at the hiring stage. Losing an employee mid-employment is unprofitable, as finding and training a new specialist takes time, during which business processes may come to a standstill. Therefore, it is best to immediately find a candidate who shares your values ​​and approaches and will fit effectively into the team.

During interviews, candidates often mention the use of modern technologies, which, according to them, are actively used in the company. However, in practice, it turns out that such technologies do not exist, and their implementation is only planned for the future. This can cause disappointment for applicants who were hoping for real-world experience with these tools. It's important to be honest when describing existing technologies and projects to avoid misunderstandings and build trust with future employees. A clear understanding of the current state of the company will help attract people interested in real projects and ready to grow with the organization. By honestly sharing your shortcomings, you allow others to adequately assess the situation and make an informed decision. This candor builds more trust than any exaggerated self-praise. During interviews, I honestly disclose the presence of legacy code in the project and explain in detail the challenges that will be encountered. I also clarify the skills and qualities we expect from the candidate. If the candidate already has a job, they may have doubts about the new position. Uncertainty about what awaits them at your company and how much they will like it there may discourage them from accepting the offer. As a result, there is a high probability that they will decline your offer. To attract such candidates, it is important to provide clear information about the benefits of your company and create a sense of stability and support.

This is especially important for senior positions, where financial compensation alone is not enough to accept a job offer. A candidate may believe that even a 10% salary increase does not compensate for the inconvenience and difficulties associated with a transition to a new position. In such situations, it is necessary to consider not only material aspects, but also factors affecting quality of life and professional satisfaction.

Lengthen the technical interview

The technical interview should not exceed one hour. It is important to devote time to discussing the structure of the project for which the candidate will be responsible, as well as explaining the work and the code review process. 10 minutes is enough for this. Information about the company's leadership and inspiring stories are best left for the next stage of the interview, which will be conducted by the manager. This will allow you to focus on the key aspects necessary for assessing the candidate's professional skills.

Ask Juniors Difficult Questions

I have an unusual opinion, but I truly believe that newcomers should not be asked complex technical questions. There are several reasons for this. First, complex questions can make juniors feel insecure and confused, which will negatively impact their learning and development. Second, such questions can distract them from mastering the basic knowledge and skills that are the foundation for further growth. Third, it can create a misconception about what it takes to succeed in tech. Instead, it is more useful to focus on simple and understandable aspects that will help newcomers confidently move up the career ladder and develop their skills. Support and constructive advice are much more important than complex technical tasks, which can demotivate and confuse.

When evaluating juniors, I primarily pay attention to their soft skills. It's important that they are proactive, unafraid to ask questions, and follow instructions precisely. When faced with a difficult task, a junior must be persistent, independently seek solutions, and understand the problem. It's better for a junior to spend two weeks on this than for a middle to spend one day, but they will also gain a deeper understanding and experience. Juniors are in demand not only because of necessity, but also because of the specifics of their training and development. Beginning specialists typically require significant resources and time to adapt to work processes. In some cases, their presence can slow down the completion of tasks, as they require supervision and mentoring. This often falls on the shoulders of team leads, who are forced to devote attention to newcomers, which can distract them from other important tasks. However, proper guidance and training of juniors can lead to their rapid development and increased team effectiveness. It's no secret that the absence of experienced specialists slows down work processes. If companies had the ability to hire qualified employees right away, the need for entry-level specialists would be minimal. However, the labor market is limited in the number of ready-made professionals, forcing companies to invest in the training and development of juniors. Investments in junior specialists are becoming essential for building a strong team and achieving successful results.

If I had the opportunity and significant financial resources, I would hire all junior specialists without technical interviews. It's like with turtles: the more eggs are laid, the higher the likelihood that at least one of the hatchlings will reach the ocean. Having a large number of juniors makes it easier to fire those who don't meet the requirements. This approach allows for a more diverse team, where there is a chance of finding talented and promising employees.

Don't ask middles about their previous experience

Middles are more independent professional units, so it is important to clarify their experience on previous projects. Each company has its own standards, and a senior developer at one may be perceived as a junior or intern at another. For example, some specialists achieve the senior rank simply due to their length of service and extensive knowledge of the codebase, although they do not actually possess all the necessary skills to perform senior-level responsibilities. This highlights the importance of carefully assessing qualifications and experience when hiring development professionals. Asking middle developers theoretical questions, such as the definition of object-oriented programming (OOP), is ineffective. Answers to such questions are easy to find online and memorize, which does not reflect the developer's actual skills and knowledge. More productive are questions that require in-depth analysis and reflection. For example, it is important to find out what the candidate would do in a specific situation, how appropriate they believe a particular approach is, and how they would implement a particular algorithm. These questions provide insight into the candidate's decision-making process. It is especially valuable if the candidate asks clarifying questions about budget and other constraints before giving their answer. This demonstrates attentiveness and the ability to consider the task at hand.

When interviewing experienced specialists, it's important to focus not only on technical skills but also on soft skills. Key factors include the candidate's ability to take responsibility, make informed decisions, and argue their case. These qualities play a crucial role in successful teamwork and project execution.

Don't worry about your English level

Recruiting a qualified specialist is a serious challenge. The labor market is short of highly qualified professionals, and competition among companies for talented personnel is constantly increasing. This is especially true for positions where knowledge of English is a mandatory requirement. In such an environment, it is crucial to develop effective strategies for searching and attracting candidates to ensure the company has access to the necessary resources and maintain competitiveness.

A high level of English is essential even for those planning to work for Russian companies. Translations of technical literature and documentation are often delayed, which can lead to lagging behind current market trends. To stay current, it is necessary to be able to read primary sources without waiting for translation. Furthermore, knowledge of English opens access to international events, which, especially given the pandemic, have become available online. These events not only enrich knowledge but also facilitate the development of professional contacts and networking. It's important to develop English skills to effectively interact with the international community and remain competitive in your field.

Ukraine and Belarus have a higher concentration of English-speaking developers. This is due to small local development markets, which forces specialists to compete on the international stage. American and European companies find it easier to enter these markets, which means that developers often find work with outsourcing companies or directly in Europe and the United States. As a result, specialists become better prepared for international standards and receive higher salaries.

Prohibit Googling during interviews

In today's world, we are faced with huge amounts of information, making it impossible to remember everything. It's not so much remembering details that matters, but being able to quickly find the necessary data and apply it effectively in your work. You don't need to know all 50 types of algorithms—the ability to quickly search and find the right solution is much more valuable. This is a skill that significantly increases productivity and allows you to adapt to changes in the professional environment.

You don't have to memorize every method and library. If a candidate can't remember something during an interview, I don't see a problem. I suggest they look up the information and explain it to me in simple terms. Many candidates fail this task, as explaining the material requires a deeper understanding.

Conclusions

To ensure that candidates are happy to accept your offers, avoid meaningless questions and don't drag out conversations with long lectures on your company's achievements. Don't overload juniors with complex tests or middles with boring theory. Focus on clear and direct questions that will help assess the candidates' real skills and motivation, while providing a comfortable atmosphere for communication.

Checking their English level is an important step when choosing a future employee. An incorrect assessment of language skills can result in a candidate failing to meet market demands and quickly losing their competitive edge. Ensure your potential employee has the necessary skills to successfully perform their duties and adapt to changing conditions. This will help you build a strong team and achieve business success.

To improve your communication skills with recruiters and increase the number of job offers you receive after interviews, we recommend taking the course "Developer Career: Employment and Development." This course will teach you how to choose vacancies wisely, effectively prepare for interviews, and successfully negotiate with employers. This course will help you not only increase your chances of getting the position you want, but also develop your confidence when interacting with potential employers.