When conducting interviews, I typically look for a combination of technical skills, adaptability, communication and problem-solving abilities, and a strong work ethic. I also pay attention to the candidate's enthusiasm and passion for the role and company.
I like to ask questions that give insight into a candidate's values, personality, and work style. I also pay attention to non-verbal cues and observe how the candidate interacts with others during the interview process. Additionally, I may ask about their past experiences working in different team environments.
I usually start by asking the candidate to explain their experience and background in the relevant technical areas. Then, I may ask a series of technical questions and/or provide a hypothetical problem for the candidate to solve. Depending on the role, I may also ask for examples of their previous work or ask them to complete a coding or technical assessment.
If a candidate gives a difficult or unexpected response, I usually remain calm and ask follow-up questions to gain a better understanding of their perspective. I may also ask them to provide specific examples or elaborate on their response. It's important to give the candidate the benefit of the doubt and try to understand their thought process.
One time, I had to choose between two equally qualified candidates for a position. After careful consideration, I ultimately went with the candidate who had a stronger cultural fit with the team and company. While both candidates had the technical skills for the job, it was important for our team to have someone who could seamlessly integrate and contribute to our company culture.