lifeofaprogrammanager talks about some of the issues involved with hiring talent. Here is my take on his suggestions from the interviewee's point of view:
- Evaluate Problem Solving. Given a problem where you don't know a solution, how do you go about solving it? When you're in the interview chair this can throw you for a loop (oh no! I don't know the answer!), but what is key is to recognize they're questioning your thought process. Start asking THEM questions.
- Hire Smart People. All other things being equal, they are going to hire the smartest person who meets the minimum criteria.
- Admitting Ignorance. If you don't know the answer to something, then admit it rather than try to spin wildly.
- Communication Counts. You will probably be asked questions based on projects you have worked on in your previous jobs. The interviews may not have the same background, so one thing you can practice before an interview is brushing up on how you would explain these projects to someone who is not familiar with them. It is always a good idea to keep a library of the publically available technical briefs / product documents associated with things you have worked on.
- Career Goals are Good. Knowing what you want and having an idea of how you are going to get to where you want to be gives a clear picture to the interviews that you are serious about your profession.
- Another tactic that I recommend is differentiating yourself from the other candidates with the questions you ask the interviewer. Someone who asks a lot of interesting questions is going to stand out more than someone who asks nothing.
Life of a Software Program Manager: How to Hire Talent