Jim Baca, an Android developer with over 12 years of experience, says that his formal developer education has been most helpful during technical interviews. “Some interviewers like to include CS questions. For example, since I had to learn big O Notation in college, it comes in handy when I need to answer a related question.”
In order to conduct an intelligent interview, there is only a need for the best programmer and a computer. Let us take a look at the following 9 key points to keep in the tab when you are hiring a programmer and stand out with the top candidates:
- Acknowledge the applicant: First of all, the recruiter should understand the job description and then find the right applicant. Check his recommendations, his certifications, and experiences. There should be no room for making vague assumptions.
- Know about programming: The recruiter should also have some knowledge about programming and languages. There are new programming technologies coming every day.
- Hire carefully: The programmer should be well-versed in programming languages and should be able to build websites from the scratch. Check his educational background and the specializations he or she holds.
- Check his social media presence: The recruiter should observe him or them through the kind of content he or she writes on social media platforms. It will help to understand the psychology of the candidate.
- Ask him to code: Assign the candidate a task to code! If a candidate cannot write to meet the basic coding requirements, then the candidate is not the right fit for a role.
- Use Social Media: Social media recruitment is a buzzword in the sector of IT Recruitment. It helps the recruiter to get a pool of potential candidates. LinkedIn is playing a vital role in recognizing the best programmers across the IT Market.
- Check his written communication skills: Written communication will help you to know about the core personality of the candidate. He or should have good soft skills.
- Recognize the potential: The programmer is going to be the brand storyteller of your product, map his resume and understand how his hiring can prove to be a game-changer in your organization.
- Follow-up: The recruiter should maintain a consistent follow-up with the job candidate; he is also supposed to answer the unsuccessful candidates.