I'm curious to know how hiring managers evaluate candidates in those brief 15–20 minute screening calls. What are the key qualities you focus on? Are there any specific questions you always ask? Also, what red flags do you watch for to determine if someone isn't a good fit early on?
5 Answers
Given the current job market, AI is causing quite a mess with applications. Managers are flooded with unqualified candidates, making it tough to find the right fit. Some people really need to consider whether they’re just throwing resumes around without understanding the roles.
Finding someone who fits into the team is essential, and the level of the position does affect this. If they show a solid grasp of foundational skills, I’m less concerned about specific tool experience. What really stands out to me are qualities like problem-solving, a desire to learn, and the ability to troubleshoot on their own, which seem pretty rare these days.
So true! It seems like candidates often expect to be spoon-fed directions, and when things don't go as planned, they struggle.
In my experience managing a team of 18, by the time it’s my turn to interview, most of the tech skills should be covered already. I mainly focus on whether the candidate will fit well with the team. I often ask about their journey into tech and their hobbies, trying to gauge their curiosity and passion for what they do. A candidate’s attitude can make or break the team dynamic!
Hmm, that sounds nice, but I can assure you that my team doesn't follow that mantra at all. I'm really the only one that's friendly; the rest of my org seems to dislike my teammates a lot.
Sounds like a mixed bag! My first interview with our director was purely focused on soft skills and experience.
When interviewing, I like to go through resumes and ask about specific experiences, hoping to have a conversation rather than a rigid Q&A. I'm assessing cognitive and cultural fit, so I pay attention to non-verbal cues too. If they seem well-versed in their projects but can't ask questions afterward, I start to get wary.
That’s a good approach! I also tend to raise red flags for candidates with very short job stints on their resumes. I want someone who’s committed.
But loyalty isn’t as common anymore. Many people switch jobs for better pay, which isn’t a bad move. It’s just the market these days.
I tend to get suspicious if a candidate starts listing too many tools without engaging in a deeper conversation. Understanding concepts and capabilities is far more valuable. It’s crazy how often soft skills are just as crucial as technical abilities. If they can’t have an easy chat about complex topics, it’s a red flag for me.
Exactly! It's all about being able to connect your experience to the outcomes you’ve achieved. IT isn't just a standalone function; it has to tie into the broader business goals.
Totally agree. AI screenings haven’t helped; they're just choking the process. It makes it harder for good candidates to shine through.