Different companies follow different methods to choose their workforce, so if you've given/taken couple of interviews yourself can you provide insight on how you do it and why you think it works? Also what would you change about the general process of tech hiring?
Let me go first.
0. (obvious, but) Minimal weightage for DSA -
When I conduct interviews, I rarely ask DSA problems. It rarely gives me an opportunity to assess the candidate's breadth of knowledge, and come to a conclusion of how much experience they have with the tasks that they're going to do on the job. What if they've practiced the same problem / variation of the problem that I ask? I want to assess technical competence, not their acting skills.
1. (debatable) Culture fit should be given a higher weightage than skills -
Skills can be learnt, behavior and character takes time to build. It most often hinders the progress of the team.
2. Stop setting standards for the interview that your team doesn't follow in the first place -
I've had friends who had to pass interviews of high standards only to work in shitty teams. They were yearning for an achha din but it never came.
Your thoughts? Nothing's wrong here, please be open to discussion.
