Gary Travis’ Post

I love reading the comments here, very valid, but if you cannot ascertain whether a candidate is a good fit or not in a few sessions you have a problem. I understand due dilligence, but that’s why we have background checks, credit checks and reference checks. Having 6+ interviews with a candidate is rediculous. In the tech industry if I subjected any software engineer to 6 interviews they would run for the hills. It’s an immediate red flag to any candidate and I don’t see the point of 6 interviews. What could you possibly want to know at interview 4,5,6 which candidate want previously covered.

I would never do papers and presentations for an interview unless I was applying for a promotion for a company I was currently working for. I only ever had 3 interviews for positions with other companies. If a company needs you to do this then you have to question their management style and determine if you want to work there. Remember you are trading hours for money not to sacrifice your family or yourself. At the end of the day the company will move on and replace you.

I don’t know. With current laws in the US, I heard an economist say one time that the most dangerous thing a company in the US can do is hire an employee. I don’t think most companies take that nearly serious enough. If you want the best talent, you have to intentionally hire the best talent. People good at what they do, do not want to work with people who are not. They don’t want to work with lazy, stupid, unmotivated, or any other type that will get in their way and prevent them from doing something great. I wish more companies understood this clearly. Most companies will hire just about anyone with the idea that you can’t select great people up front, and then hope they can get rid of bad hires later. Later almost never comes, and certainly doesn’t come often enough. I always look at the Navy SEALs. They spend a lot of resources making sure they get the right folks in their ranks. The individuals know if they get in, everyone else had to go through the same incredibly hard vetting process, so they can trust the dude beside them is just as serious as they are. People who are really good have options. They want to work on the coolest projects with the best people.

Through decades of interviewing and hiring across multiple job levels and industries. Let me share what time and experience has taught me. For most positions there are literally thousands of applicants who are qualified for the position. Between the resume and a few select questions, you should be able to quickly determine if the candidate is qualified for the position. From personal experience, the process then turns to soft skills and interpersonal skills. Primarily, is the person sitting in front of me a good fit for our culture and our organization. The question becomes, how do I see them interacting / communicating with the rest of the team? How do I see them fitting in to our company culture? To me this is every bit as critical as their qualifications. Over the years I have seen absolute top performers wash out because they did not fit into an organization. I have also seen people meeting the minimum qualifications excel and deliver beyond their role because they thrived in their new environment. In my experience hiring never has been and probably never will be an exact science. This is a reflection of the employers culture. The real question is, 'do you want to work in that environment?'

Honestly, the company is probably discreetly looking to solve multiple problems creatively through the “case study” process. I would be surprised if they hired any of them. Just free labor for the company.

I am frequently in over a month of interviews with a dozen or more people. So many close calls. Often getting to the end with CEOs and studio founders. The journey is an arduous one, let's say.

If there are more than 3 interviews, run away. There is no reason for a serious company to waste a candidate's time - and their own, for that matter - unless there are some oddly specific requirements for the job that call for more screening. 1 interview with HR, 1 technical/team interview and 1 final interview with the hiring manager and/or any other relevant members. That's why we have Linkedin, CVs, application forms and whatnot.

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I was approached by an agency with an offer of work with a big player in the telecoms industry, later I was told I needed to do an interview on teams which i passed, i then needed to attend a face to face interview at the corporate hq. I travelled overnight to do a face to face interview 250 miles away where I was quizzed about fine details of my position. I was offered a position and travelled home happy. I was contacted later to be told there was another interview to go with HR and that I hadn't been offered a job. They are now quibbling about my reasonable expenses which I had previously agreed. People who actually do the jobs are being put off from applying by those who have read a book on it; fishing for ideas while "interviewing" isn't sporting.