Interviews can make or break the chances of building a great team, yet many in the tech world are stuck in an outdated mindset: treating interviews like exams. As someone who has led teams, conducted countless interviews, and seen both sides of the table, I’ve come to realize that cold, test-like interviews don’t work.
And we have need to change that.
The Problem with Traditional Tech Interviews
In many tech interviews, candidates are bombarded with trivia-like questions: “What’s the time complexity of X algorithm?” or “Explain the difference between this and that”. While these questions might have a place in academic exams, they do little to reveal how someone will actually perform when on the job.
Worse, this approach creates unnecessary pressure. Forget one library name, mix up terminology, or misstep in a live coding test? You’re often dismissed, regardless of your overall capability. Yet, in real-world scenarios, we’re all constantly Googling, referencing documentation, and collaborating to find solutions.
Memorizing answers is stupid and counterproductive for both the interviewer and the interviewee.
My Approach: Conversational Interviews
When I conduct interviews, I ditch the cold Q&A format. Instead, I have conversations with candidates. Here’s why:
It’s More Natural: Interviews should feel like working together on a problem in a normal day, not a pop quiz. A relaxed atmosphere allows candidates to show their real selves and think creatively.
Problem-Solving Over Perfection: If a candidate forgets a specific term or syntax, that’s frigging okay. I care about how you approach finding a solution. Can you think critically? Do you break problems into manageable parts? That’s what matters.
More Substance, Less Buzzwords: Some candidates are skilled at throwing around trendy tech buzzwords but lack real depth. A conversation exposes this quickly. I’d rather hire someone who admits they don’t know something but shows the willingness and ability to learn.
Collaboration Is Key: Most jobs require teamwork. Conversations give insight into how someone communicates, collaborates, and how good as a team player is.
How We Can Do Better
Most of my hires quickly proved themselves capable, tackling complex issues with a mix of creativity and determination. Had I stuck to traditional interview methods, I might have missed out on their talent.
If you’re in charge of hiring, make yourself a favour and consider changing your approach:
Ditch the Memory Test: Stop focusing on how much someone remembers off the top of their head. Encourage them to share how they’d solve a problem or find the answer.
Focus on Problem-Solving: Present real-world scenarios and ask candidates to talk through how they’d approach them. There is no “right” answer; just try to understand their thought process.
Make It Conversational: Treat interviews as collaborative discussions like in a normal work day, not interrogations. This puts candidates at ease and allows their genuine skills to shine.
Value Curiosity and Adaptability: Look for people who demonstrate a willingness to learn and adapt. The tech landscape changes constantly—hiring someone who’s curious and open-minded will pay off in the long run.
A Call to Action
The tech industry thrives on innovation, yet many hiring practices remain outdated. It’s time to embrace a better way. Interviews should reflect real-world scenarios and prioritize what really matters: problem-solving, collaboration, and a willingness to learn.
So, next time you’re conducting an interview, skip the buzzwords and the trivia. Instead, have a conversation. You might just discover the hidden talent that others overlook.