What are the secrets to hiring technology companies?

Tip 1: Conduct a phone interview 15 minutes earlier or later than the previously agreed time without notifying the applicant

Top technology companies use it to screen outstanding talents during recruitment The secret

Why do you do this? This is to identify candidates who are ready for the job. Any candidate will do well to answer a series of probing questions from you if you conduct a telephone interview with them at a pre-agreed time. But what if you called them for a phone interview while they were sleeping, learning Zumba, or using the bathroom? Many top tech companies use this approach to identify candidates who are always ready to work.

Tip 2: Make interview arrangements as chaotic and unpredictable as possible

Secrets top technology companies use to screen for great talent during recruitment

Why do this? This is done to screen out candidates who can do their job well without any guidance. Make sure that neither the interviewer nor the candidate knows what is about to happen during the interview. This way, you can find candidates who perform best when no one knows what's going to happen next.

Secret 3: Deliberately cause accidents during the candidate presentation process

Secrets used by top technology companies to select outstanding talents during recruitment

Why do this? This is to understand how the candidate responds to less-than-ideal situations. Deliberately having candidates present in a conference room with faulty presentation equipment. If faced with this situation, if the applicant is very calm and does not mind making adjustments to the interview, it shows that the applicant is an easy person to get along with. In this case, it's definitely a plus if the candidate has a Plan B, Plan C, or Plan D.

Secret 4: Deliberately make a lot of wrong assumptions during the interview process

Secrets top tech companies use to screen for great talent during recruitment

Why Want to do this? This is to filter out candidates who are easily offended. If the candidate's last company was Twitter, you could ask, "How long have you been at Yahoo?" Take note of the candidate's tone of voice when they correct you. Is he annoyed by it, or does he take it in stride?