Hiring software engineering candidates is a big decision. Not only will you be introducing a new member of your team, but that person could change the course of your product and company forever—for better or worse. To ensure you hire the right candidate, you need to put him or her through a rigorous interview process. But how do you know whether or not the candidate is the right fit for your company?
A good way to make sure the candidate is a good fit is by asking them to solve problems in advance. This will help you assess how they think and approach problems, as well as how they'll behave on the job.
You can also ask them to solve a problem on the spot during your interview. While this might not be practical for every situation, it's a great way of seeing how someone responds under pressure and whether or not they'd be able to handle themselves in an unexpected situation at work.
When evaluating candidates, one way you can determine whether they are a good fit for your company is by giving them programming assignments. One way to do this is by giving them a real-world problem that they need to solve. This allows you to see what kind of solutions they come up with and how quickly they can get them done.
However, if all of your applicants were given similar assignments, then it would be hard for you as an interviewer to differentiate between them based on their results alone. Instead, try giving each candidate different types of assignments so that everyone has an opportunity to show off their skills in different ways and demonstrate how well-rounded their abilities are in terms of both types of problems (i.e., easy vs difficult) as well as different topics covered within software development (i.e., web vs mobile).
A feedback loop is a way of keeping your employees engaged with the company and their career goals. It also helps you evaluate their performance, so you can make sure they’re on track and not falling behind.
A tight feedback loop is one in which each person receives regular feedback from their manager, who monitors them and gives them suggestions for improvement. This allows an employee to focus on improving skills that will be important for the next level up in their career path, or even just to help them improve overall as an employee at your company.
The best way to determine whether a candidate has the right skills and experience is to ask detailed questions about their past projects. You don't just want to know what they did; you want to know how they did it, who was involved in the process, and what challenges there were along the way. You need this information so that you can get a sense of how well-rounded their skills are and whether or not they're suited for your particular business needs.
If a candidate tells you that their current project involves developing an online application using Ruby on Rails with jQuery Mobile as its frontend framework, ask them about other projects where they used similar technologies. You should also ask about projects where they used different technologies (such as Python instead of Ruby). This will help you see if this person sticks with a single stack or if they're willing to learn new things when necessary.
Github is a platform for developers to store and share code. As such, it's a great way to see how a candidate thinks about code. If your organization uses Github or another version control system, you may want to look at their public profile and projects.
If you can't access the candidate's Github account (or if there is none), ask them to send you links so that you can see their work.
Before you hire someone, make sure you are confident that they can shine in your company’s culture. Good communication skills and a passion for programming are the first things to look for. Then, check their past work and ask them questions about the projects they completed (and any they failed to complete). Finally, give them a problem that is similar to what they would be doing at your company so you can get an idea of how well they fit in within your environment.