Interesting interview anecdote

ptilsen

I've been the sole technical person in the process for hiring a new "senior endpoint engineer" (desktop-oriented systems engineer) at my company. We went through interviews the other day, and the results were interesting and may add some perspective. Skip to fourth paragraph if TL;DR.

We had two candidates. There were other candidates, but these were the strongest. One had a cleaner resume, a computer science degree, good experience, roughly a decade progressive all within one company with promotions, no certifications. The other had a verbose resume with less formatting, no college, no certs, but great experience. (Bear in mind if I'd seen MCSE Private Cloud or Desktop Infrastructure such a candidate would have been a veritable shoe-in.) I was a little more excited about the former (as was my non-technical boss) but figured the latter would be stronger technically. We did phone screens, and that led to the same perception. The latter candidate was more technical, but seemed weaker with scripting (this involves a lot of automation and packaging, so it's a big deal).

So far, the weaker but better-acumen candidate is definitely winning, even with my unapologetically-technical self. We did face-to-face, and that's where things got interesting. The preferred candidate really flopped on the technical questions. They were mostly high-level, show-me-how-you-think-and-what-you-know, not low-level-memorize-unimportant-stuff gotchas, which I don't really believe in for systems engineers. But he flopped, big time. Candidate #2 had the exact answers I wanted to hear on everything but scripting, as expected. I liked both personalities. Candidate #2 seemed like he'd be a bit more combative on technical decisions, but I'm honestly okay with that. The first guy was more of a follower.

I said I'd hire #1 as a mid-level and mentor him, but not as a peer, and that #2 was preferred for the skill level we need. My boss agreed. However, HR gave a hard no. They asked important questions we didn't (mind you, because it would be redundant, not because we lacked the sense to want to gauge personality and soft skills), and because of his answers, someone who was otherwise a shoe-in got disqualified. He had no certs or college because, almost in his exact words, he thought they were beneath him. He clearly thought he was smarter than everyone else and would be highly combative. He also spent a significant time trashing his former employer and a former manager. Really, really bad moves.

People, don't do this, even if it's how you feel. Politely and diplomatically describe conflicts with former managers. Give humble, relatable reasons for why you feel you forwent whatever degree or certification the employer is looking for. Talk about mentoring, collaborating on solutions, and coming to the best outcome, not about getting your way because you're generally right (even if it's true). For the most part, if you have an interview beyond a junior/entry level, the position is yours to lose by making these kinds of mistakes.

networker050184

Nothing else to say but what an idiot. How could anyone possibly think those are good things to say? At my current company HR does not ask candidates any questions, but my manager does ask some soft HR type questions just for these same reasons.

ptilsen

Yep. You have to be a lot more careful. If I'd been asking more of the soft questions and got such a strong impression of primadonna mentality, I'd have cut the interview short. Conflict over the right solution can be productive, but someone who's going to be vindictive, combative, and stubborn is not going to get hired if the interviewers realize it. Those are traits to change if you have them and can, and frankly, to hide them and hold them back if you can't.

dave330i

Sounds like you've dodged a major bullet.

petedude

ptilsen wrote: »

People, don't do this, even if it's how you feel. Politely and diplomatically describe conflicts with former managers. Give humble, relatable reasons for why you feel you forwent whatever degree or certification the employer is looking for. Talk about mentoring, collaborating on solutions, and coming to the best outcome, not about getting your way because you're generally right (even if it's true). For the most part, if you have an interview beyond a junior/entry level, the position is yours to lose by making these kinds of mistakes.

Correct. Had to find out I had a chip on my shoulder about some past issues with bosses after blowing two opportunities this way. Mind you, I didn't directly trash, but I believe I structured answers such that I put fault on the other participants in the stories.

I also have a hard time balancing humble and confident lately. I want to convey that I can do the job and I'm ready to get going, but I don't want to come off as a meek "walking carpet"-type who doesn't know if he will pass muster.

ptilsen

It's definitely a fine line to walk. Ironically, with the few personality questions I did ask, candidate #2 actually did this fairly effectively when I interviewed him. But HR went for it more directly and in more depth, and he messed up, big time.

N2IT

I never comment on former employers too much risk not enough reward. Silly if you ask me.

NicWhite

This is a reminder that appitude, drive and soft-skills go a long way in the work place. I think sometimes people forget that. No business should want to hire anyone who will burn through bridges faster than lighting up a sheet of toilet paper.

cyberguypr

Same issue we discussed maybe a month ago. I honestly don't understand what goes through these candidates' minds with the holier than thou attitude. During interviews a normal person would be the epitome of professional behavior. Better finding out now that several months down the road after they have been hired.

N2IT

I've always landed positions based on softskills first everything else second.

ptilsen

Same here. I get the interview based on my resume, but rarely does the interview get technical. They might do a test or throw a couple questions to make sure I'm not full of it, but the offer pretty much comes from the hiring manager deciding I would work well with everyone.

GAngel

Funny you mention that one of our HR adamantly wants to disqualify one of my interviewees simply because he/she would not fit based on there 10 minute phone conversation.

This person is on my shortlist of 7 for a very senior admin job and I had them ranked as 1 or 2 technically.

petedude

N2IT wrote: »

I never comment on former employers too much risk not enough reward. Silly if you ask me.

I certainly try to avoid it, but I was unprepared for a "tell me about" question and I probably dug myself a hole there.

Polynomial

This is a very upworthy story. Love it.

Reinforces a lot of my IT industry beliefs