Hiring the wrong candidate is a drain on productivity, team morale, and costs unneccesary money. To help identify the right candidate, I try and answer the below questions using this scale.
Customers are the heart and soul of every business. Whether you’re hiring for a sales position or an internal technical support position, every single position should understand who they are trying to delight.
This is a section for me to write my thoughts down. It helps to keep track of items not listed above.
Below is a real-life example of my notes from a previous interview, sanitized and blinded, of course.
Previous agile experience. No experience with SAFe. Balanced new feature development and production support. Asked good questions about priority. Focused on team interactions and build.
Got on some werid topics. Initially, I agreed with almost all of what was said but when pressed for more specifics, I really started to question approaches and ability to work with the team.
Sensed multiple previous dev-qa disagreements and explained how I would prefer product owners and scrummasters to be involved.
Had to re-ask questions to have the appropriate answer given.
Pros:
- API Testing experience
- Automation experience
- Seemed very competent
Cons:
- Almost not mention of customers unless I brought it up
- Seemed a bit aloof
- No usability testing
- Little accessibility testing