Quick summaries of 6 interviewing-related books I read on Blinkist.

Common themes and actionable advice:
  • Culture fit and emotional intelligence are more important than ability.
  • Write out beforehand what you're looking for, phrase it in terms of goals instead of skills, and be wary of your own emotional first impression when evaluating against these qualities.
  • Interview questions should focus on how they handled past situations.
  • Recruiting should be a core part of your culture: it's better to constantly source and recruit than to wait until you need it.
  • A great brand can really help - ask current employees what they like most, and rebrand yourself around those qualities.
  • "The best people rarely take jobs for the money... they take them because they want to fulfill their personal goals and ambitions"



Who
Culture fit is more important than being impressive. Understand exactly what you're looking for and design questions accordingly. A four-step interview process: screen (30 minutes), WHO (detailed questions about past tasks, what went well, what could've gone better, and relationships), focused interview (go through specific tasks that job entails, evaluate fit), references interview. Sell the candidate with as much effort as you spent recruiting them: make them feel welcome/chosen, make their families part of the culture (invite them to events, give them tours). Make recruiting core part of culture: always be recruiting, hold workshops to train team on recruiting skills. 4/5

Great People Decisions
Know what you're looking for: EQ is more important than IQ, higher ICs based on potential and managers based on experience. Source by asking your network for recommendations. The best interview questions are behavioral (how'd you handle a past situation). Be on guard for our biases in evaluating people and try to focus on the content of what they're saying. Go the extra mile to sell candidates. 2/5

Hire With Your Head
Most people give too much weight to the interpersonal interaction - use evidence-based assessments, or try panel interviewing (warn them first). Don't list skills in job descriptions - good people (and high-potential people) will respond better to goals (e.g., good candidates will ship ___ within 2 months). Two great interview questions: most significant accomplishment question ("can you describe a project/task you were involved in that made you feel proud?") and the how would you question (which tells you how they think). "The best people rarely take jobs for the money... they take them because they want to fulfill their personal goals and ambitions". 3/5

Misplaced Talent
A great brand is good for attracting talent. A good way to identify what's good about your workplace is to ask your current employees what they like the most. 2/5

Investing in People
"It's time to end the underappreciation of human resources!" Nope. 0/5

How to Make People Like You in 90 Seconds or Less
Best conversation topics: shared interests. Use who/when/what/where/why/how questions instead of yes/no questions. Don't interrupt people, and respond enthusiastically to what they say. 1/5