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Hi Fishes
I would like to know about the client interviews (especially in data science or machine learning roles).
Are these interviews tough?
Are these interviews meant to assess technical knowledge? For example, what is binomial distribution, what are different data structures in python, ml algorithms etc.
I would request each of the nagarrians to share their thoughts irrespective of the technologies you are working.
I am thankful to you for taking time and helping me out.
Nagarro
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Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
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I have given more thought on this topic. I have never given feedback formally or in response to someone who asked after learning they were not selected. Largely due to company policy and the terrible experience I had with a few that chose to engage in an endless debate to prove me wrong.
Here is the practice I did adopt which resulted in significantly fewer requests for feedback. I adopted an interview practice that included managing the expectation of each candidate. I was clear on areas the candidate met or exceeded expectations AND areas that were critical to decision making where they feel short. I was also transparent about the volume of people they were competing with that had comparable skill, experience, education, and qualities.
So, when I called to say they were not selected they were open to a conversation about possible fit in other roles. Or, they were aware of the area that needed development to be considered in the future.
This practice also builds a trusting consultantative relationship so they commonly remain iny talent funnel, speak positively about experience.
I gave feedback without violating the policy.
It is policy many places. It protects the company from legal issues around discrimination.
This. It’s more common in larger companies
Yes, it is common.
Yes. The interviewer is there to gather information on which to base a hiring decision. They aren't job interview coaches for applicants. By not giving any feedback, they do not risk giving a rejected candidate false hope or discouraging an applicant that was selected but took the next job that was offered. When the interviewer tells you, "Thank you for your interest and your time. We will make a decision shortly and let you know if we will need to see you again," it is not a blow-off. It is a factual statement. Read between the lines. They are saying "Don't call us, we'll call you IF we're still interested," but they can't say that because it would just be rude.
Generally, companies have policies precluding them from disclosing any information on a former employee with the exception of title and dates of employment. I have never heard of not providing feedback to a candidate. There are plenty of valid reasons - candidate C had more experience in Y, candidate A is willing to relocate, candidate B had stronger communication skills. If the company you work for is not allowing you to provide feedback, you probably shouldn’t be interviewing people.
Appreciate the feedback. Unfortunately, policy prohibits me from providing any further feedback on your post. Best of luck in your search.