Matteo Baratella’s Post

Have you ever heard the phrase "fake it till you make it"? Well, in a job interview, that approach can prove problematic. This article discusses red flags that recruiters notice during interviews, such as the inability to provide work samples, being overly general, and appearing "too" perfect. Take a moment to read it; it may provide valuable insights to aid you in your future interviews.

The ideal candidate 🤔 This is primarily Soft Skills! Analyzing dozens of interviews, I can focus on that. In the world of open and accessible knowledge, mastering the so-called "stack" is a matter of time. Mastering communication skills is a matter of "personal settings". Our clients "canceled" all the candidates who answered "yes or no" to the interview and said about themselves that everything is written in the CV 🤔 It's kind of hard to imagine interacting with a person who doesn't want to talk to you 🤨 Our clients asked all candidates who asked if they were interested in using Docker, why they didn't create the App, but only the site 🤔, when they shared user experiences, when they mentioned defeats (not mentioned in the CV і) and conclusions from them. ‼ ️ I often repeat - we hire people, not resumes) So preparing for 60 minutes + interviewing is not an easy process, but it brings new opportunities closer to the years ahead. Well, I would advise candidates to present themselves as a client or one of the theoretical colleagues ... ⁃ Do you want to work with this person !?

"AND IT'S LIVE!" - (Martin Tyler football voice) An Interview Preparation Article written by yours truly. Structure on how to approach it, what to plan for and how to best get ready for that daunting first interview. As always, I hope you read through any questionable grammar (spell check has been done) and that you feel my personality comes through in my writing. Please let me know your thoughts and if you enjoy reading it and find it useful, share it with others you know that are interviewing. Link in the comments :) #interviews #interviewpreparation #softwarejobs #hiring #python #django

The accurate interview assessment myth   The search for a Front End Developer for a SaaS scaleup, with new client, Robert was going famously, until it wasn’t. Requirements gathering was smooth, the dev manager, Rob, knew exactly what he wanted, but a number of senior team members were not on the same page. It took some extra conversations, but we quickly came to terms.   We were two weeks in and I submitted a slate of 3 fully screened candidates and we started scheduling interviews. Things went south the second I mentioned scheduling 1:1 interviewer debriefs.   The manager, Rob went from cordial to annoyed. I could hear it in his voice but I had no earthly idea why, so I asked?   He said, there’s absolutely no reason for you to debrief each interviewer individually, that’s going to bias the entire process, and you’re just trying to get too involved to make sure we choose the candidate you think is best.   I was stunned. So, stalling to let my brain catch up, I said. “Thank you so much for sharing your concern. This is our first search, so would you mind if we talked it through so I know the best way to help you get the results you’re looking for?” He agreed.   Rob, do you remember when we were planning the search, I asked you if you’d like to test a new type of rubric, kind of a does-he-have-all-the-right-stuff checklist to see if it will help the team quantify some of the harder to define skills like “willingness to help other team members”?   You said, yeah, we don’t do that well, I’d love to find a way. Well, this isn't hard, but it is new and different. When facing a new learning curve, when your bandwidth is already stretched thin, can make it hard.    Frankly, it was tough for me the first time, so I typically team up and do it with you to make it easier.   I could feel the tension subsiding. “oh, ok.”.. pause.. “yeah, that sounds good.”   This could have been a show stopper, but fortunately, even flustered, I referred back to the “why”, and reminded him what we’d agreed upon.   We assessed across 8 factors in addition to hard skills. Everyone made a mess of it the first time, but the technique is forgiving, and we still got dead-on results.   We compressed 3 full interview rounds into a single week, and had an offer accepted on day 23 of the search. But the most memorable part of the process was the final team debrief.    The tech lead said, “when Rob told us what we were going to do, I knew it would be a dumpster fire, but that was brain-dead easy”.   #visionaryleader #hiring #interviewing #softwareengineering #hireinreverse   PS - I write about how leaders can hire the right candidates every time, and how job seekers can navigate broken hiring process to find jobs with meaning, impact and satisfying work!  

React Interview Chrome Extension Key Features: Daily Questions: Receive a new React interview question each day to keep your preparation consistent and up-to-date. Question Navigation: Easily navigate through a repository of questions with options to move forward or backward. Mark as Completed: Keep track of your progress by marking questions as completed, helping you focus on areas that need improvement. Completion Counter: View the number of questions you've completed to gauge your preparation level. IndexedDB Integration: All questions and progress are stored in Chrome’s IndexedDB, ensuring your data is saved and accessible even if you close your browser. Benefits: Convenient Access: Get instant access to a variety of React interview questions without needing to search for them online. Structured Learning: Follow a structured path to review and test your React knowledge. Progress Tracking: Monitor your progress and revisit questions as needed to reinforce your learning. Offline Availability: With IndexedDB storage, your data remains available even offline, ensuring you can continue your preparation anytime. This extension is a valuable resource for developers looking to ace their React interviews and stay current with the latest best practices and concepts in React. its Just for fun. 😊 😊

Are you a recruiter or hiring manager? Stay sharp during interviews! Check out this article highlighting the top 3 warning signs that a candidate might be faking their way through the hiring process. Don't let a polished facade fool you - learn how to spot the red flags and find the truly great candidates. #HiringTips #JobInterview #RecruitingInsights

Practice makes perfect! Try your hand at answering these 8 common interview questions before your next Junior Software Developer interview. https://bit.ly/40BVv4I

Are you a recruiter or hiring manager? Stay sharp during interviews! Check out this article highlighting the top 3 warning signs that a candidate might be faking their way through the hiring process. Don't let a polished facade fool you - learn how to spot the red flags and find the truly great candidates. #HiringTips #JobInterview #RecruitingInsights

Are you a recruiter or hiring manager? Stay sharp during interviews! Check out this article highlighting the top 3 warning signs that a candidate might be faking their way through the hiring process. Don't let a polished facade fool you - learn how to spot the red flags and find the truly great candidates. #HiringTips #JobInterview #RecruitingInsights

I still haven't figured out how to interview. I'm not even sure if it's possible. Over the years I've worked with many people, and I've interviewed and hired quite a few folks as well. In my experience, skills, knowledge and understanding aren't good enough indicators of the impact a software developer will have. It's not to say they're not necessary, they are. But I've seen too many people that did well in the interview only to turn out lukewarm or outright bad on the job. Wisdom has something to do with this: know all you want, but if you cannot make good decisions because of your knowledge and understanding, it'll amount to nothing. Good decisions require more than knowledge, including the ability to grasp the context and the social implications. And yet, I don't even think wisdom is enough. If I look at the people I love working with, they all have incredible willpower. They start from the reality we want to create, walk back to what's needed to make it happen, learn that, and never compromise the goal in exchange for the shortcuts that would make our life easier along the way. Now, how do you interview for that?