Usually about a year after I get hired, I often get requests from HR asking me to interview new engineer candidates.
One reason is because I have experience working as an interviewer but a bigger reason is, to actually communicate with the candidate face-to-face and check whether he/she is the right person to work with.
I always wonder if I am the right person to make such decision, besides I am an engineer and not an interviewer. Well, I always accept the request since I have no reason to say no.
It will be my duty to prepare a questionnaire sheet for the interview and allocate my time for the interview. This will be my responsibility.
In this article, I would like to introduce some of the aspects of candidates who were successful and not with my comment as an interviewer.
One individual had a resume stating the following:
So, there are several points I confirm before an interview. I check the overall content of the resume, and in my case, I will create a questionnaire based on the content.
Interview with the individual:
After the interview, I remember the HR guy explaining to me how skillful and well-performed the candidate is.I reserved an hour for the interview but this time it lasted only 30 minutes since he did not come up with that many questions at the end.
Speaking with HR, I only had the option to tell the truth about the candidate. I had no doubts with his technical skills however I was unable to mention anything positive about the rest. It seems the HR guy was able to figure out the result without me directly saying so.
Of course, I precisely reported to HR the positive and negative aspects of the interview and the points which should require attention. However a 1-2 minute discussion was enough to decide whether the candidate will proceed to the next interview or not.
From my opinion, I think the company should take more time to discuss the matter but it seems this is the way the company handles the process.
Depending on the company, there are many different procedures and ways of an interview process but most companies I worked for made decision based only on short conversation like above.
I believe if the candidate were to be hired, he could have contributed a lot to the company. However, there is a reason why I did not feel this way when I interviewed him.
He was unable to clearly explain the content of resume.
Explaining all the above will most probably take more than 30 minutes. The difficulty here is to explain the story precisely without making it lengthy. If your explanation is too long, it's difficult for the interviewer to catch up.
Successful candidates are confident. Their self-introduction is brief and easy-to-understand. All are willing to express themselves aggressively by explaining their experience and performance. If they don't have an answer to the question, they honestly say "I don't know" and asks for explanation.
And the biggest reason for their hiring was, the candidate gave me the impression that my co-workers will surely benefit if they were to work with this candidate.
It's quite a task to give a good impression to an interviewer in such short period of time. I'm sure this is not that easy but I have seen those people who succeed in doing so, mostly getting hired. They are also willing to learn the job as much as possible during probation.
I think the best way is to experience lots of interview, speaking with interviewer and learning from the mistakes. If the interview does not go well, don't get disappointed. Remember what the interviewer asked you and use it as a Q&A for your next interview.
It is crucial that you can think ahead of what the interviewer might ask and you have the answer expected by the interviewer.
There are cases where the company's expectation is higher in specific areas of the requirement and the candidate is rejected just because he/she did not meet their expectation. It is also possible to find out after the interview that you feel this company is not the right place to work for, considering the gap between the job description outlined in text and spoken words.
Candidates are not informed of the reason of rejection so there is no point in getting disappointed.
I believe interview is a great opportunity for you to question and find out more about the role, position and the company.
It's a chance to speak directly with the interviewer so take the opportunity to challenge for more interviews, get more experience with them and don't get disappointed. I'm sure they will lead to positive results.