With the evolving landscape of the tech industry, the competition doesn’t cease to decrease. To stay on track, big and small companies adopt the best practices of the tech giants, known also as FAANG (Facebook, Amazon, Apple, Netflix, and Google). They shape new trends, lead the digital era, and set examples of hiring the best tech talents in the market.
There are always great minds behind any new innovation. To form the most efficient teams, FAANG companies have come up with a meticulous interview process. From algorithmic tests by Google to customer-centric assessments by Amazon, each of the companies has shaped its own approach that allows it to find the real gems in the market.
What is common in all these companies, and is a FAANG interview something you should adopt to shape your tech team? Let’s discover!
FAANG Interview Process: What’s Behind?
If you decide to stick to the FAANG interview scheme, it will include such components as technical assessment, behavioral, or soft skills’ assessment, problem-solving, and the evaluation of key tech concepts. The methodology will be applicable to all candidates: data scientists, web app developers for hire, or front-end developers, among others. However, the number of interview steps may differ, depending on the specialist’s core tasks.
Every FAANG company has its own approach for the interview, defined in line with its strategies, values, and culture. But the assessment of the following elements is common in all of them:
- Technical knowledge. All FAANG interviews include technical tasks. Depending on the role, you may introduce code assessments to evaluate programming and technical proficiency. This stage of the interview also includes algorithmic and real problem-solving tasks.
- Critical thinking and problem-solving. From Facebook to Google, the scenarios differ. Some suggest tasks with strategic problem-solving, others assess innovative solutions. What unites them is their intention to check the analytical skills of the candidates. With well-defined tasks, you’ll be able to check how a candidate deals with ambiguity, check their critical thinking, and see how they approach challenges.
- Behavior and culture. Assessing behavior in the FAANG interview process is a must. Not because you want to add an extra step to interview a candidate, but because it will help you assess if they match your company’s culture. The interview questions should be constructed in such a way to understand a specialist’s leadership qualities and their alignment with your company’s values and mission.
- Creativity and innovation. Innovation is one of the components which fuels tech giants. Without it, they wouldn’t probably stay where they are today. FAANG interview thus allows checking how candidates think outside the box and which creative solutions they can bring to the table.
- Communication and adaptability. Even if you’re seeking individual collaborators, communication is really important. This is what will make your team succeed and reach better results. FAANG companies emphasize the necessity of a collaborative environment and the adaptability to the dynamic nature of the industry.
- Diversity and inclusion. All companies acknowledge the importance of diversity and inclusion in the team. That’s why the FAANG interview will contain this aspect in variations. For example, the concept can be present in the form of the inclusive hiring practices.
These main points of focus during the interview are some of the critical components that contribute to FAANG success. Assessing a candidate holistically instead of checking only technical skills helps companies to hire real talents.
But how are the FAANG interviews organized? Isn’t their complex approach too long, extending time and resources for recruitment?
Stages of Interviews and Timelines in FAANG Companies
The stages of the interview may vary from 3 to 5 and more steps. This depends on tasks you want to include in the interview, the position you want to fill in, and the aspects of a candidate’s skills you want to assess. Usually, tech specialists go through the following recruitment steps:
- Initial screening. At this stage, a candidate’s CV is scanned by automated systems based on competencies and experience. If a candidate is chosen, the HR specialist schedules a short phone interview to check a candidate’s background and qualifications. It takes from 2 to 4 weeks.
- Technical assessment. A technical task can be part of a broader interview or can be sent to a candidate beforehand. Some companies decide to check technical skills before passing to the next stage. It takes 1 to 2 weeks.
- Interview with the manager. The main interview is usually held with the hiring manager and after the technical skills are assessed. It often takes place on site (unless you hire a remote specialist) and includes the assessment of soft skills, problem-solving, behavior, and culture.
- Offer and negotiation. If no other evaluations are needed, and you’re sure of the candidate, you send the offer and pass to negotiations. For more complex projects or for leadership roles, you may schedule an additional interview. Technical assessment can also be split into multiple steps.
Benefits of FAANG Interview Model
The approach of FAANG companies to hiring tech talents has gained its popularity due to the complex assessment of a candidate. The focus not only on technical skills, but also on an individual’s values proved to be successful both for the company and the candidate.
The model and the stages of the interview allow identifying exceptional professionals who can contribute to the company’s high performance. The evaluation of a candidate’s behavior and culture allows assessing how a candidate will fit into the team and the company as a whole.
The thorough recruitment process also plays an important role in a specialist’s further retention. All these interview steps will help you ensure the candidate meets your expectations. On the other hand, they will feel valued and satisfied after passing all these holistic assessments.
Adopting FAANG Interview Principles, Should You?
The interview process at FAANG companies has become a real example due to the companies’ success. Many think that as these tech giants lead the path of innovation, that must be for a reason. In the search of a perfect candidate, they organize interviews that focus on specialists’ technical skills, but also their behavior, cooperation, and critical thinking.
Adopting their approaches can be a significant advantage. However, the interview process in your company should meet your needs. It should be based on your strategy, your mission, and culture. Only defining your initial needs and strategy will allow you to find the best talents just perfect for your own projects.