Today, our team from Orlando (https://www.dataart.com/orlando) will talk about what questions to expect and how to prepare for your developer interview.
For a non-technical recruiter, the most effective interview questions are based on case studies that demonstrate a candidate’s ability to work in challenging environments. The key to establishing a quality dialogue is to encourage candidates to talk about themselves through their professional experience and their career path. Here are 7 interview questions that have been tested and verified by recruiters around the world.
1. Why do you like programming?
This is the central question that allows you to confirm whether or not you are dealing with a passionate candidate. Beware of developers who find it difficult to explain why they like programming and those who do this work for dietary reasons and/or because it is easy to find work in this sector. A good programmer is, first of all, a programmer who loves to program for the pleasure of solving problems and solving problems.
2. What did you like and dislike about your previous work environment?
Developers generally prefer a supportive work environment, regardless of the company they work for. The closer their favorite work environment is to your company, the more likely they are to succeed and stay. For example, if you say that you especially value agile methods when this company does not use them, this is an occasion to be vigilant.
3. What do you think about code reviews? Do you like doing sports?
Code review is the close scrutiny by another developer on the team of code written by a colleague. The goal of this crossover look is to get more maintainable and high-quality code while limiting the number of bugs. If the goal is commendable, not all developers like to dig into the source code. Use this interview question to get an idea of how well your candidates perform as a team. See if they have a collaborative spirit and enjoy getting feedback and learning from others, especially those with different experiences than themselves.
4. Give me a recent example of a situation that was particularly stressful for you at work. What happened? How did you overcome this challenge?
Identify what causes stress for your candidates and see how well they handle it. The candidate’s reaction here should reflect his ability to adapt when things don’t go according to plan and shed light on his ability to act and find solutions under stress – a constant in the profession.
5. Tell me about a project you’ve worked on that you’re most proud of. What worked especially well?
The answer to this question should give you some idea of the value system of your candidates and how they feel about their work. The tone used in the response, attitude, will have as many clues as will allow their personality to express itself (i.e. if it is a fairly humble person or with high self-esteem).
6. What project are you least proud of and consider a failure? What would you do differently?
This question is one of our favorites. We all make mistakes: failure is the best way to learn. You will need to identify programmers who can learn from their mistakes in order to be more successful next time. So ask them to explain in an interview how they faced their biggest setback and how they got out of it. If you don’t get enough details or the candidate remains vague, dig more. The idea is not to destabilize, but to provide a level of integrity for the individual and his ability to express himself in relation to the events in which he felt destabilized.
7. What technologies would you like to learn this year?
Developers tend to be curious and love to learn. Their work requires constant updating of their knowledge in a technological environment that is changing very quickly. By asking you this question, the recruiter wants to know what technology you are interested in and whether it matches what you use or plan to use in your work at this company.
A successful HR interview should allow you to spot passionate, honest, and motivated developers. To complete the exchange, you can also ask if career advancement or company-sponsored training is possible. This question will help you distinguish between a company that is looking for motivated and successful employees, and a candidate that prefers to realize its potential as a developer who continues to apply his experience.
Dataart hopes this post was helpful to you. Successful interview!
