Speed dating type interviews

While first impressions are hard to shake, at least with a real interview you get that chance. A staggering number of candidates spent too long complaining about their current situation. Why their company was wronging them and how much better they are than that. They focused on everything negative. Tell me about it later in a full interview. They spent most of the conversation explaining why they were content. They wanted to see what was out there. Unfortunately, most of these people chose to mention this at the very end of the conversation.

To me, this was a waste of both our times.

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Uh, maybe contact you so I can hire you? I left so many of the conversations utterly confused.

But be upfront about it. Let the interviewer of the hook. We can take a break and chat. But I would not lead the interviewer on.

HackerX provides interviewers with names and contact info for each attendee. This sounds good in theory. The fast-paced nature of the event means there is zero time for reflection. No time to write more than a word or two about each candidate and a quick little ranking. Just like in real speed dating, you have to do something to stand out and be memorable.

Interview Speed dating d'Anne Caillon - Archive INA

A small number of candidates brought resumes. I was able to compare these resumes to my ratings.

Six Questions to Ask to Speed Up Your Hiring Process | HuffPost

I gave one dev a 7 in the interview but reached out to him because of his resume. If I were to attend as a dev, I would be sure to bring something memorable for the interviewers to take with them. This is a pretty informal event. Indeed, the resumes seemed a little out of place.

I would bring a fun overview of my skills and experience with a small profile picture. I would make it smaller and less wordy than my traditional resume. This way they have something to remember me by. Here are the six essential questions to ask in the video interview to speed up the hiring process, nab great candidates, and take a bite out of unemployment:.

This question is a great way to evaluate a candidate's prior work history. Instead of the usual "tell me about yourself" you're instead prompting the job seeker to tell you the best they've done on the job. This question will let you know what the candidate can do at the pinnacle of their achievement. How to Evaluate the Answer: Look for candidates who are confident and concise in their answers. You want to know the background of their achievement and how they added value through initiative and creative thinking.

If the anecdote the candidate recounts doesn't seem impressive to you, ask for context. If you're still underwhelmed, remember this is what the candidate chose as their proudest moment and evaluate what this means for their future in your company.

Where do you see yourself five years from now? How will this position help you get there? This question will give you insights to a candidate's organizational fit and long-term career goals.

Tips from an interviewer at HackerX

With the tough economy, many job seekers are now looking for whatever jobs they can get. This means as soon as the economic forecast brightens, they'll be leaving the position to follow their true passion. You need to know if this position is a stepping stone along a career path for your job seeker, or if it's just a way to pay the bills.

This will also affect how well the candidate fits into your organization, since employees not dedicated to the position or industry are likely to be less motivated and less excited about the company's goals. Don't just accept what the candidate tells you, but listen critically and use the candidate's work history as background.

3. Use storytelling to translate your CV/resume

If your candidate has a vastly different background than the position, is it possible they're just saying what you want to hear? Or are they looking to switch career paths and see your company as a first step along a new road? If your candidate's career goals align with the position and your company, they'll be a good match now and for the future. If you find that things aren't a perfect fit, it's a glass-half-full situation where at least you recognized this before making an offer and scrambling to fill the position again quickly in the future.

Tell me about a mistake you made and what you learned from the experience. Everyone makes mistakes, even in a professional setting.


The lessons we learn from these errors can be invaluable. This question can show whether your candidate has truly learned from their mistakes and used them as stepping stones to greater knowledge. You want candidates who are going to own their mistakes, not skirt over the issues. If a candidate is getting too defensive this could be a sign of an employee not willing to own up to errors. You want a candidate to concisely explain the mistake, how the issue was fixed, and the important lesson taken away from the experience.

This shows candidates are willing to face mistakes head on, an important attribute of any great employee. To adjust to the constantly shifting marketplace, you need employees who aren't complacent with the status quo.

Six Questions to Ask to Speed Up Your Hiring Process

Your company needs employees who are always learning and growing, not staying stagnant in their knowledge. This question allows you to find out how willing a candidate is to put in the extra effort to stay up-to-date. You'll want to look for candidates who can answer concretely on how they've continued learning in their lives and their careers. Perhaps they've taken a certification course or a training program.