A definition to begin with; Agile teams tend to:
- Be more collaborative
- Be cross-functional
- Roles tend to be blurred
- Work in an intense environment (short work iterations, continuous releases and integration)
- High collaboration skills such as working well across teams and being able to contribute to the ongoing product reviews cycles
- Able to take initiative
- Has respect for each team member
- Functional knowledge (how do you work)
- Product domain expertise (problem space and solution space)
- Industry expert
- Using behavior-description type questions for example: "Tell me about a time when..." or "Give an example of...". This type of question has the candidate reflect on past experiences and provide valuable information to the interviewer. The best way to handle an answer to this type of question is to target recent experiences first. As Johanna best put it, "the most recent behavior is a very good indicator of future behavior".
- The audition technique. This technique can be realized by submitting the candidate into a typical team scenario and have him act as if he where in the team. This allows the interviewer to see the candidate in action.
- Hypothetical questions such as "What would you do if ..." gets to the point and allows the interviewer to get very precise information.
- Closed questions should be used to establish facts
- Open ended questions should be used to allow the candidate to explain his story and give you certain detail that more direct questions cannot provide.
- Meta-question can yield VERY interesting answers such as asking "Is there something else I should be asking you?"
- Asking puzzle or riddle type questions
- Asking: "Why do you want to work here?"
The above post is a summary of the information that has been presented and I would like to invite you to look at Johanna site at the following links:
Johanna's blog on hiring technical people: