Chandan Bhagat’s Post

I spent hours compiling over 400 top-notch interview questions in a single place so you can spend more time preparing to get the offer you desired instead of researching for mock questions. Your preparation will make or break your goal to get a new job. I’ve always struggled to find great materials on the web when I was preparing for my next move in tech. They were always: → Too generic. → Hard to digest. → Not thought-provoking. I was spending too much time googling and too little time actually preparing. Over the years, I kept a private note with questions I used to prepare for my tech interviews. I’ve bookmarked many resources along the way. And working as a hiring manager for the past decade, also gave me a bright insight into how to evaluate a candidate’s potential and experiences. But it wasn’t enough, tho. I wanted to create something that supported the market evolution. That contributed to candidates and hiring managers to prepare beyond their technical skills. And I ended up creating a database with over 400 tech interview questions, covering areas from technical to leadership skills, from people to change management, and much more. A list that professionals seeking junior IC positions to senior leadership ones can rely on. And today, I’m happy to share this list with you. So, take your seat, jump to the comments section, and grab your access today. IT'S FREE! (And it’s also available in my featured section) I would love to hear your feedback and hope this becomes useful to you as it was for me. Happy preparation!

Don’t let biases cloud your judgment. 🚫 Don’t use a stressful interview 🚫 A strong candidate isn’t just about qualifications; it’s about potential. Let’s focus on the answers, not the person. 3 Tips for Fair and Effective recruitment✅ Standardize Your Interviews: Use a structured approach with consistent questions for all candidates.👩🏫 Focus on Behavioral Questions: These questions reveal past performance and future potential.⚡️ Blind Review Resumes: Remove identifying information to avoid unconscious bias.👁️ #HRmistakes #RecruitingTips #FairHiring #BiasFreeHiring #TalentAcquisition #humanresources #humanresourcesmanagement #careerdevelopment #careeradvice #recruitment #careercoach

Why Senior Developers Hate Long Interview Processes One of the biggest frustrations we hear from senior developers is how drawn-out interview processes are. These pros have a track record of building and shipping products, and they expect an interview to reflect the fast-paced, problem-solving environments they thrive in. 💡 Here's why long processes are a turn-off: Time is valuable: Senior developers are often juggling multiple offers and can't commit to endless interview rounds. Proficiency already proven: They've spent years refining their skills—testing them on basics or dragging them through multiple stages feels redundant. Better opportunities: A long process might signal hesitation, making it easier for them to accept offers from companies that move quickly and decisively. 🏃♂️ Why companies should rethink this: Top talent moves fast: Streamlining your interview process can prevent you from losing the best candidates to faster-moving competitors. Efficiency speaks volumes: A shorter, focused interview process shows that your company is decisive, values candidates’ time, and trusts in their experience. Stronger commitment: Candidates are more likely to feel positively about a company that respects their time—leading to higher offer acceptance rates. If you're struggling to secure top-tier developers, it might be time to shorten that process! #hiring #recruitment #seniorengineers #interviewprocess #talentacquisition #techhiring

What is the typical timeline for a hiring manager to make a decision after the final round of interviews with Microsoft? The typical timeline for a hiring manager at Microsoft to make a decision after the final round of interviews can vary, but generally, you can expect a response within one to two weeks. Here are some factors that can influence this timeline: Interview Panel Feedback: The hiring manager usually gathers feedback from all interviewers, which can take time, especially if there are multiple candidates being considered. Internal Processes: Larger organizations like Microsoft often have formal decision-making processes that may include discussions with HR, approval from senior management, or coordination with other teams. Position Level: The level of the position can affect the timeline. Higher-level roles may require more extensive deliberation and additional approvals. Candidate Evaluation: If there are multiple strong candidates, the decision-making process may take longer as the team evaluates and compares their qualifications. Background Checks and References: If the decision is made to proceed with a candidate, background checks and reference checks might add a few days to the overall timeline. Company Policies: Microsoft may have specific policies regarding communication with candidates, which can impact how quickly decisions are communicated. If you haven't heard back within the typical timeframe, it’s perfectly acceptable to follow up with a polite inquiry about your application status.

Hiring Managers! Let’s Talk About Interview Transparency One of the most common frustrations I hear from job seekers—is the lack of clarity in interview processes. When job adverts don’t provide enough detail about interview structures, it creates uncertainty for candidates and can lead to mismatched expectations. Here’s why being clearer helps everyone involved: 1. Better Prepared Candidates: When candidates know what to expect—whether it’s a coding test, a portfolio review, or multiple interview stages—they can come prepared, leading to more productive and insightful conversations. 2. Reduced Drop-offs: Ambiguity about the process can deter strong candidates or cause them to lose interest midway. A clear roadmap helps maintain engagement. 3. Improved Candidate Experience: Transparency builds trust and respect, setting the stage for a better employer-candidate relationship, regardless of the outcome. A simple paragraph in the job description outlining the process (e.g., “Our interview includes a 30-minute screening, a technical assessment” etc..) can make all the difference. It demonstrates respect for candidates’ time and professionalism while showcasing your company’s organised approach. To hiring managers reading this—what are your thoughts? Do you think clearer interview structures make a difference in attracting top talent? #Hiring #RecruitmentTips #CandidateExperience #JobSearch #TechRecruitment #TalentAcquisition #JavaScript

The candidate experience isn't focused on enough. Came across this in a post for a Software Developer opening. If it takes 6 rounds to determine if a Software Developer is a fit then the people conducting the interviews shouldn't be interviewing. Round 1: Preliminary Interview  Round 2: Hiring Manager Interview Round 3: Take Home Assignment (Coding Challenge) Round 4: Behavioral Interview Round 5: Technical Interview Round 6: Executive Interview It should be no more than 3 for most positions.... The Two to Three Interview Rule: Many hiring professionals advocate for a structured hiring process that includes two to three interviews. The rationale behind this approach is to strike a balance between thorough evaluation and respecting the candidate's time and experience. Pros of 2-3 interviews: Efficient Use of Time Positive Candidate Experience Better Decision-Making Two to three interviews can provide a comprehensive assessment while preventing interview fatigue, which can lead to suboptimal decision-making. Cons of Excessive Interviews: Diminished Interest Negative Perception Missed Opportunities as they drop out / accept another offer The ideal number of interviews for assessing candidates is a delicate balance. While two to three interviews are generally considered sufficient to make an informed decision, exceeding this number can have adverse effects on the candidate experience and the organization's reputation.  6 rounds...No thank you

CEOs, COOs, Presidents: Take some advice from a very experienced HR Executive, T.J. Owens. Please stop the interview insanity with six and eight rounds of interviews. Also, stop using the interview process to have candidates do an "interview project." That's a scam just to get free work valued at $50 - $100K in consulting costs.

A few days ago, I was watching YouTube videos about interviews with candidates for positions in the #development world, in this case at #Oracle, but it could be any big company. You see that to reach the final stage, you have to go through about 4-5 interviews. The first two are with HR, the last one with the project manager, but the ones that give me anxiety are the middle ones: a video call of 1-1.5 hours where they keep asking technical questions, and another video call of 1-1.5 hours where you're sharing your screen and solving exercises while someone is watching you the whole time. What do you think about these kinds of processes? Could it be that very good people might buckle under the pressure? I understand that one of the reasons for this is to see how you react, but unless it’s justified that you want the very best machines, I get the feeling that it loses that sense of, "They might not be the best technically, but I love their attitude, and I'm sure they'll fit in great, even if they need some training." It's like they want 100% from the very start. What do you guys think?

Top 3 Tips for Software Engineers to Smash Interviews from a Technical Recruiter! Here are 3 ways to make sure you smash your interviews: (TLDR) ✅ 1. Understand the organization you're interviewing for ✅ 2. Practice Technical Interviews ✅ 3. Practice for Behavioural interviews using the STAR Technique ⭐ With more exceptional candidates on the market and fewer roles, you must do all you can to stand out. ----- Let's get more detailed: 1. Organizations want people who can add value. They want people who understand a bit about them and feel good about the product/service and the mission. The more you know about the industry/organization/position, the better you'll come across in the interview. Even just 5 minutes of research, checking out the website and job spec before the interview, and having some questions ready could make you stand out. 2. you need to smash those tech interviews to make the big money. Therefore, you should Always Be Practising. Some of the best sites to practice: ✔️ Codility ✔️ Hackerrank ✔️ Leetcode 3. Behavioural interviews are very common as part of an interview process. Far too many candidates are underprepared for these interviews, leading them to ramble on or not have concise answers to the questions. To avoid this issue, you must learn the STAR technique. Situation, Task, Action, Result. If you understand the formula, you'll be more likely to have concrete examples, be concise in your answers, and impress the interviewer. ----- If you consistently practice these three tasks for your interviews, you'll get the job you want far quicker (and most likely with a higher salary, too!). The better you perform in an interview, the better your leverage for a higher salary. Many layoffs are still happening, with fewer positions and higher standards from clients who are only after the best of the best. To everyone job searching, you will find your next best role! Any other tips to add?