Interviews Are Too Generic: The Pain of the Cookie-Cutter Approach

Let’s talk about interviews. Specifically, let’s talk about why interviews for software engineers, particularly front-end developers, have become the equivalent of ordering vanilla ice cream in a world of gourmet flavors. Sure, vanilla is fine, but when every interview feels like a scoop of the same old thing, something’s gone wrong.

The Problem: One Size Doesn’t Fit All

Interviewing for technical roles should be an opportunity to dive deep into a candidate’s unique skills, problem-solving approaches, and creative thinking. Instead, too many interviews rely on generic questions that barely scratch the surface. We’ve all been there—sitting through yet another round of the same old “Tell me about a time you faced a challenge” or coding exercises that have been passed around the internet like a bad meme.

Why does this happen? Because it’s easy. It’s easy to create a standardized set of questions, hand them out to every candidate, and call it a day. But ease doesn’t equate to effectiveness, and in the world of software engineering, a generic approach is more likely to filter out great talent than to discover it.

The Consequences: Filtering Out the Best

When you rely on a cookie-cutter interview process, you’re not just making things dull—you’re actively discouraging the very people you want to attract. Great front-end developers are problem-solvers, innovators, and, yes, they’re a bit particular about how they do things. They don’t just want to show they can reverse a linked list; they want to demonstrate how they think, how they approach real-world problems, and how they can bring unique value to your team.

But if your interview process is just another checklist of generic questions, you’re sending a clear message: “We don’t really care about what makes you unique; we just want to see if you can jump through these predefined hoops.” And guess what? The best candidates—the ones who would have brought creativity, innovation, and fresh perspectives to your team—are the ones most likely to walk away. They know their worth, and they’re not going to waste time with a company that doesn’t see it.

The Fix: Tailoring the Process

So, what’s the solution? It’s not about throwing out the whole interview process and starting from scratch. It’s about making it relevant. Tailor your interviews to the specific role you’re hiring for. If you’re looking for a front-end developer, don’t waste time on irrelevant questions that don’t apply to the job. Instead, focus on the skills that matter: UI/UX design principles, proficiency with frameworks like React or Vue.js, and the ability to turn a designer’s vision into a functional, beautiful product.

And while you’re at it, make space for the candidate to showcase their problem-solving skills in a real-world context. Present them with a project or challenge that mirrors what they’d actually encounter on the job. This isn’t just about finding out if they can code—it’s about seeing how they think, how they collaborate, and how they handle the kind of work your team does every day.

The Payoff: Finding the Right Fit

Yes, this approach takes more time and effort than just running candidates through a standard set of questions. But it’s worth it. When you tailor your interview process, you’re more likely to find candidates who aren’t just qualified on paper but are a genuine fit for your team. These are the people who will not only do the job but will thrive in it—bringing creativity, innovation, and a passion for the work that a generic interview process would never have uncovered.

In the end, interviews shouldn’t feel like an acquired taste that’s hard to swallow. They should be an opportunity for both the candidate and the company to see if they’re a match—like finding that perfect flavor you didn’t even know you were craving. So, let’s ditch the vanilla and start serving up something more interesting. Your future team will thank you for it.