LTS visions to become a world-renowned destination for IT Services.
The most up-to-date news, events, campaigns, trends, etc. in the Information Technology market, you can find it all here.
Work with LTS to thrive as experts in IT field. We offer our staff opportunities in vast domains, as well as clear career paths.
Under the influence of the remarkable development in the IT industry, enterprises are in need of IT talents more than ever. To have a short-listed candidate is hard enough, let alone to hit spot on with the “knock-out” interview questions, you can apply this checklist for the complete software developer interview questions.
This checklist takes things in two different approaches. One is from the technical point of view and the other is from the strategic point of view. While the technical aspect needs reviewing from a technical officer, the strategic one should be in the hand of the CTO.
Before rushing into any lengthy recruitment process, several things should be put into consideration:
Among the IT talents in the industry, each has different skills, and it is such a puzzle for enterprises to find the candidates with the right skill sets for their projects, prompting the biggest challenge for the HR department when recruiting.
To identify the suitable candidates for your projects, you need to explore their experience and potential step by step, and perhaps this guide can help you out.
As there are no one-size-fits-all programmer portfolios, you have to dig deep into what is included in their portfolios to grasp the idea of how your candidates work in their job. In these CVs, they should note out their objectives and expected career goals, as well as their projects in the past. These should cover the foundation knowledge about the candidates, and the recruiter can elaborate from there.
You should be well aware that programmer portfolios can come in all shapes and sizes, including a pool of their work’s information. When asking about this, four things should be carefully considered, including:
Remember that this kind of information is just to build the get-to-know your candidates, but not the deciding factors for you to know whether you should hire them. Instead, it is recommended that the recruiter test their capabilities directly and look through the actual products of their previous work.
Before the face-to-face interaction, the candidate’s portfolios serve as a basis for understanding and it could help you build the bespoke questions to use during the recruitment process.
GitHub is perhaps the most popular “playground” for developers to showcase their work and skills. With open-source projects on GitHub, either developed by the candidates themselves or by others, it also shows their ability to:
This process should be done with the help of a tech team or technical senior under the recruiter’s assessment. Regarding the GitHub repository, you should check:
The most direct way to assess a candidate’s ability to think, code and present their approach is through a mini coding test.
These live programming tests can give you the fullest understanding of the candidate’s logical thinking and their tendency to solve a problem. From this, you can figure out their approach, especially when they have to work under pressure.
Some candidates may not agree to take a test, but it also shows their attitude towards challenges once they do. The attitude is another characteristic needed for any forward-thinking employee, which may benefit your company to some extent.
For an objective and efficient assessment, recruiters should pose the candidates with actual problems and actual bugs (the one they already have known where the glitches are). With practical answers in practical scenarios, the candidates can show their full potential in problem-solving and technical skills. This test should be devised based on the programming language needed in the job and the experience mentioned in their portfolios. This can be considered another layer of authentication for their capabilities.
After the candidates have finished their tests, they should be automatically analyzed according performance metrics. These metrics can be:
Quite a list, right? If you’re struggling in finding suitable candidates for your company, why don’t you let us help? Contact us for a thorough consultation of IT Talent recruitment.