Guide to Interviewing Developers
Interviews are a crucial part in the hiring process. An interview experience can make or break a candidate’s decision to take a role, as well as form an opinion of your employer brand. All candidates deserve a positive interview experience and when you master this, you are providing your company with an excellent marketing tool. Don’t forget, word of mouth is a very strong instrument.
Time and cost are hugely important during the hiring process. The right candidate must be sourced in the set time frame and within budget.
The key to this is exposure. Advertising the role in the right places that will ensure maximum exposure to potential candidates. In essence, you need a tool that will enable you to post your requirement once and ensure maximum exposure across multiple platforms used by candidates actively looking for a new role, job boards, social media platforms and other sites. In comes the recruiter.
So what can you do as the interviewer to make the process better for everyone involved? Below are some tips we believe will assist.
Flexibility of Interview Scheduling
A candidate getting time away from the office during the day can be a difficult situation (not to mention awkward) Considering interview times outside of “core office hours” or during lunch can be beneficial or you could start the process with a…
A technical test can benefit both the interviewer and the candidate it can outline if they are technically competent for the role. Technical tests can be set up online before the candidate attends in person which could or could not rule out a face to face interview which could save you both time.
Another option is to have the candidate participate in a live coding test often referred to as “whiteboard programming” where they write the code on a whiteboard. This test can help evaluate how quickly and clearly a candidate can articulate their thought process.
Whilst the technical testing stage helps filter through who is technically capable of the role, there are other vital skills that will need assessing, such as interpersonal competencies, ethics and team working skills.
First Impressions are Crucial
It only takes between 3-5 seconds for someone to make a first impression. Interviews are nerve racking so make the candidate feel at ease talk about yourself briefly, your background and experience within the company.
You want to get to know their technical/project experience but at the same time need to know the person behind the technology. Below are some suggestions on what to ask:
- Ask about a recent project that they have worked on. Which technologies they used, what role they played in the process, which framework they worked within, and how they overcame challenges in the project.
- What programming blogs, websites, or books they read frequently?
- What are the most important things to them in a programming role?
- Ask them about their career to date and how they got into technology.
- What do they like to do outside of work, what hobbies and interests do they have?
Feedback Regardless if it’s Good/Bad
After the interview write down immediate feedback on the applicant whilst it’s fresh and communicate that feedback to whomever else is involved in the hiring process and also if they were present obtain their feedback.
If the candidate is unsuccessful at interview they will appreciate the feedback as to why. Even negative feedback is constructive and can be used to improve candidate’s interview skills in their future endeavours.
Here at SGP we strongly believe in positive interview experiences for both parties. If you would like to know more information on how we can add the best tech talent to your team then please contact us.