Welcome to the course, "Adding New Talent to the Team." As an engineering manager, you are about to embark on an exciting journey to master the skills required for growing your team by identifying top talent. By the end of this course, you'll be able to master behavioral interviewing techniques, recognize common judgment biases, and build cognitive diversity within your team. The first unit starts with a focus on how to pinpoint the essential success factors to look for in candidates. Let's get started!

Understanding the difference between hard and soft skills is crucial in identifying the right candidate.

• Hard skills are technical abilities or job-specific knowledge, such as programming languages, data analysis, or engineering design. For instance, a front-end engineer might need proficiency in JavaScript and React.
• Soft skills are interpersonal attributes and qualities essential for team dynamics, including communication, teamwork, and problem-solving. For example, having excellent communication skills can significantly enhance team collaboration.

Clearly defining these skills allows you to tailor your job descriptions and interview questions to better identify the best candidates.

• Interviewer: Can you tell me about a time you used JavaScript and React to solve a complex problem?
• Interviewee: Certainly! In my last project, we faced a major performance issue. I collaborated with my team to rework our React components and optimize our JavaScript code.
• Interviewer: What did you do to support communication and collaboration with your team?
• Interviewee: We held regular team meetings to discuss our progress and brainstorm solutions. I made sure to listen to everyone's input and clearly communicate our goals and next steps.

In this conversation you can see how the interviewer is asking questions aimed at uncovering both hard skills as well as soft skills in a strategic manner.

Company culture fit is equally important as technical skills. When assessing candidates, consider how well they align with your company's values, mission, and work environment. Ask questions like "What attracts you to our company's mission?" and look for traits that resonate with your culture, such as adaptability, collaboration, and a passion for continuous learning. Ensuring candidates fit your culture can lead to higher job satisfaction and better team cohesion.

Knowing how upcoming organizational changes might impact the role you're hiring for helps you fully assess candidate potential for success. Engage your leaders and ask questions like "What strategic shifts should we anticipate in the next six months?" to gather this information. Consider how changes in technology, team structure, or market conditions might influence the role.

• Nova: Hey Chris, what upcoming changes might affect the new role we are trying to fill?
• Chris: We're expecting to transition to a cloud-based infrastructure in the next six months. It's crucial to set the right expectations and ensure they can adapt.
• Nova: Got it. I'll make sure to ask open-ended questions to understand how they might handle such changes.

Being proactive enables you to hire candidates who are more likely to succeed amid these changes.

Now it's time to practice. Prepare for the upcoming role-play sessions to put these concepts into action. Keep up the great work!