Top 10 WORST Ways to Hire Software Engineers

"What is your favorite color?"

In no particular order, here are the Top 10 WORST Ways to Hire Software Engineers:

Filter With Obscure Computer Science Questions

"Before we interview they have to answer these questions three!"  Filters are great, but if your tech filters are questions that contain the words "bitwise", "how many bits", "fizz", or "buzz" just STOP!!!  StOp It nOw!  If it can straight up be Googled by anyone, it's not a good filter.  It's like interviewing a carpenter and asking what a phillips screwdriver is (carpentry is a skill not a set of memorized knowledge).  

"Well, they can't google it in the interview."  Right, but this isn't the first interview they've had so they may have already.  Also, you may have Elon Musk sitting in front of you, but he forgot the main differences between a Java HashMap and TreeMap.  You'd rather have an Elon who can learn and is self-motivated with NO knowledge than a genuinely "bad" hire that will never learn but has memorized these answers.  

Have Enterprise-Wide Limits on Staffing Resources

Don't try to cut costs or streamline by giving exclusive contracts.  You've handed the keys to the kingdom to the staffing firm(s).  They can take the first couple half-decent applicants and throw them at you.  You'll inevitably lower your standards and hire someone you shouldn't.  It may be an attractive contract or time/costs savings.  However, if you are buying a "lemon" car for a great discount, then you aren't getting a discount.  You're paying for a burden!  

Imagine you're buying a used car and you tell a dealer, "I will not buy a car from anyone but you.  Also, I have to buy a car right now."  You're #@#%!

Exclude Subject Matter Experts From the Interview Process

How many times has a temp simply appeared one day out of the blue?  The manager walks by and says, "Hey, let's make room for Bob on Monday.  He'll be helping us out for a couple months.  Let me know how he does."  Then all the engineers groan knowing that there is a 99% chance "Bob" is going to be dead weight they now have to carry.  

An engineer may not be able to spot the best candidate, but they can certainly weed out an obviously incompetent one.  Have the candidate do a whiteboard for 15 minutes with your lead(s).

Wait and Delay

Believe it or not, an engineer interviews at more than one place at a time.  Then, they don't stop interviewing for a month waiting on you.  If the candidate is a great candidate, they won't be around in a month or even a week.  So, what does it say if they are?  Hiring is exhausting, but it simply cannot be put on the back-burner!  

Your product delivery is the manifestation of the ingenuity of your hires.  You must race to have great hires!

Only Interview Remotely

If they can't come onsite to interview for an onsite job, there is a problem.  THERE. IS. A. PROBLEM.  Trust me!  Don't do it!  Of course, a remote interview followed up by an in-person is fine.

Limit Interviews

I know it is a logistical nightmare to interview.  However, you're buying a very expensive product, a code producing machine.  Have a routine setup and pull all your resources together.  One company I worked for had a standing expectation of every FTE to participate in daytime and evening interviews once per month.  They had a minimum of 3 interviews, but with a wide range of people in the company.  There was plenty of time to see red flags, catch lies, and determine cultural fit.  They had a system in place that enabled good hiring.   They did, however, hire me.   So, take this with a grain of salt.

Be Prejudicial 

Duh, this is wrong and illegal.  However, since it happens and there is almost no ability to enforce, I'm stating this.  John Wayne is NOT more likely to be a better engineer than <Ethnic Or Female Name Here>.  He/She may even be a better cowboy!  I genuinely believe if you have good interviews and follow the advice of this article, race and gender prejudices will be found to be not only unethical, but counterproductive as well. 

Rely Solely on HR

Be diligently involved in your hiring process!  HR may handle the details and legalities, but they cannot get you the best candidate.  YOU have to be on top of your own hiring process.  Reach out to your staffing resources directly and routinely.  Basically, work hard and be vigilant.  You and your team are going to sit next to this new hire; not HR nor the staffing company.  If you want something done right...

Neglect the Cultural Component

Who is this person?  Are they a teacher?  Are they a continual learner?  Who has mentored them and whom have they mentored?  It's not enough to see the references listed or have them called by the staffing company.  You, the hiring manager, should talk to them if possible.  Do they believe in your product and your culture?  Do they even have opinions?!  Lack of opinions and clearly defined beliefs equals lack of experience, knowledge, and/or passion.  Are you knowledgeable and passionate about something?  Well, I guarantee you can speak on the subject extensively.

Make Them Sell to You

If you think that software engineers are desperate to work for you and your name is not Google or Apple then you need to get real.  It costs nothing to kiss butt; no money whatsoever.  It costs tens of thousands to miss out on a scarcity i.e. talented and driven software engineers.  

Besides, are you hiring a salesperson or an engineer?  Engineers, generally, aren't good at selling themselves.  Don't hire professional interviewers: people who are bad at problem solving but great at selling themselves.  Put them through the technical "ringer" all you want, but don't focus on "why do you want to work here?" and "what are your strengths/weaknesses?" questions.  

I once was asked why I wanted to work for an underwear company.  I said, "Well, I don't particularly unless I find that your team and I are a good fit.  I know nothing about fashion.  I do want to write great software and get paid."  They should've been telling me reasons to work there.  It's insulting to have too many interviews to count and then deal with this question.  Next time my answer is going to be, "I don't.  Bye."