Take-home assignment. Asking candidates to implement a certain feature or small project may give employers a clearer picture of candidates’ skills by looking not only at the code, but also project structure and git history. Here's an example assignment.
Live coding session. This option adds another dimension: candidate's ability to communicate and collaborate with the interviewer while performing the task. Tools: Codeshare (free) and CoderPad (paid).
Beware not to ask for more than 3 hours of the candidates for any technical test. If you do, you risk losing out on good candidates.
Takeaway: The closer the assessment is to real-life work, the better predictor of performance it is.
The interview’s goal is to get to know the candidate as a person and uncover their pattern of behavior. It should be focused on three main aspects: technical ability, communication and motivation.
A common and simple interviewing pattern is the What and Why. "What did you do?" and "Why did you do it?"
Ideally, at each stage of the interview process, you’d get the opinion of at least two interviewers. Both should fill their scorecards for each candidate and only then discuss them with each other.
Here are some examples of useful interview questions:
Takeaway: Conduct structured interviews to collect data on candidates. Don't hire someone with whom you wouldn't enjoy working.
Recruiting is about selling a vision of the candidate’s future career.
In fact, the best candidates rarely take the job for the money. They take it for the opportunity to reach personal goals and fulfilment. If your job is not different from the competition, all there’s left is money.
Selling your job to great candidates usually involves mentioning these three factors:
Job Fit: The best candidates typically possess between 80-90% of the necessary skills. This means they can start being productive from day one and still have room for their own growth and development.
Team: Most high-performing software developers strongly prefer jobs where they have the possibility to work with talented colleagues, who can mentor and teach them.
Benefits: There are plenty of benefits companies offer employees. One of the most desired benefits that companies can offer at no cost is remote work.
Remember in the Phone Screen section where you asked candidates why they wanted this job? Take advantage of that information. Frame your offer in a way that matches their desires.
Finally, if you liked the candidate but aren't ready to commit yet to an employment contract, start out with a short paid project.
This helps both parties to get a feeling for what it would be like to collaborate and assess if they’d want to commit to a full-time schedule.
Takeaway: Sell candidates the job based on what they told you they're looking for.
Setting up a tech recruitment process isn't easy. But it shouldn't be too hard either if you follow some of these techniques. Feel free to reach out directly if you're struggling with any part of it.
Phone Screen + Interview Questions
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