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It can be tough for a non-technical recruiter to interview a software developer. In contrast to other jobs, the responsibilities might be pretty obvious; the technical nature of the software developer’s job is overwhelmingly complicated.
This blog is, therefore, aimed at breaking that mystery and giving actual tips on how a non-technical recruiter can effectively interview a software developer.
What does a software developer do?
To understand the ins and outs of the process of interviewing, it is necessary to clarify who a software developer is. If you’re looking to hire software developers, it’s important to note that they design, code, test, and maintain software applications. They tend to work with other team members, namely project managers, designers, and other developers, in order to ensure that software solutions match the needs of the user.
Key responsibilities of a software developer
1. Code writing and testing: In development, one has to write clean, efficient, readable, and maintainable code to develop software applications.
2. Debugging Troubleshooting: Identify and fix the bugs in the code so that the software works as per expectations.
3. Collaboration with teams: One can work with other team members to design and implement software solutions.
4. Embracing lifelong learning: With every new day, the tech world evolves; hence, developers must keep themselves updated on new tools, technologies, and methodologies.
Essential skills for software developers
Knowledge of the essential skills that every software developer should be equipped with will be useful to check if the candidate is a good fit for the position. Besides technical skills, soft skills are also important in making them successful.
Technical skills
As a non-tech recruiter, you may not know about all of the technical abilities needed for a software developer. Nonetheless, knowledge of the basics will grant you the ability to ask the right questions during the interview.
Programming languages: One or more programming languages, such as Python, Java, JavaScript, C#, Ruby
Frameworks and libraries: Maybe some familiarity with certain frameworks like React, Angular, Django depending on the position
Version control systems: Since more than one person might be coding collaboratively in the same project, knowing version control tools like git is important.
Database management: Often having to do with databases requires knowledge of SQL, NoSQL, or other Database Systems.
Problem-solving: A software developer needs to have the presence of mind and should crack complex problems.
Check out our programming tests.
Soft skills
In a software developer, soft skills are equally important. These skills are often more easily assessed by non-tech recruiters.
Communication: Developers need to communicate effectively with both technical and non-technical team members.
Teamwork: Only through the collaboration of other team members can the successful completion of the projects be achieved.
Adaptability: In the technology world, everything happens at super speed; thus, developers ought to be flexible and change-ready.
Time management: Since most of their time is spent processing various tasks simultaneously, good time management for a developer is very important.
Check out our communication test, teamwork test, adaptability test and time management test.
Prepare for a video interview to interview a software developer
When you are a non-tech recruiter who has to interview a software developer, going ahead with a video interview could be quite beneficial. A perfectly paced video interview will go very smoothly if one is well-prepared. This includes a good environment, and testing technology in advance to avoid technical mishaps.
Collaboration with a technical team member
You must collaborate with a technical team member, such as a senior developer or a technical lead. In this way, they can help you form knowledgeable questions, help in the analysis of the technical responses, and offer a fair judgment of the coding skills reflected by the candidate.
Understand the programming languages, tools, and methodologies involved in the software development role you’re hiring for. This will help you ask more direct questions during the video interview and better judge candidates.
Developing a structured interview process
Structured interviews are extremely important for the sake of consistency and fairness especially when you are not very knowledgeable in that particular area. The following stages need to be included in the process.
Technical assessment: Work with the technical team member in evaluating the candidate’s coding skills.
Behavioral round: Assess the soft skills of the candidate, including communication, teamwork, and adaptability.
How to ask technical questions, even if you’re not technical expert?
You can still ask relevant technical questions even if you aren’t a technical expert. Here’s how:
Ask them to share about a past project, not about a specific coding technique; in fact, you can ask them to describe how they overcame challenges in a project before. For example, such opportunities may include questions on how they would solve a specific problem or puzzle so as to test their critical thinking capabilities.
Ask situation-based questions. You may line out a problematic situation and ask the interviewee to walk through how they’d solve it. Example: “How would you optimize the performance of an application running very slowly?”
Evaluating soft skills
Below are the soft skills that a great software developer needs to have. Being a non-tech recruiter these skills are even easy to assess.
Teamwork: Ask the candidate to describe when they were working with others as a team. What was their role, and how were disagreements handled?
Communication: Assess how an applicant can explain technical concepts to a non-technical audience.
Adaptability: Talk about when there was a need for the candidate to learn how to use a new tool or technology. How did he or she learn it?
Leverage technical skills assessments
Technical skills assessments are very important in establishing the candidate’s ability in coding and problem-solving. Avail yourself of coding tests and challenges that give insights into the candidates’ technical proficiency and real-world experience.
Coding tests and challenges
Coding tests are an effective way to screen a candidate for technical skill. Even as a non-tech recruiter, you can pair with someone who is a technical expert to create or select coding tests for the particular role.
Online coding platforms: Administer a coding test through Testlify. The platform provide a vast library of coding tests across many disciplines and auto-grade the candidate’s results.
Code review
If you are not capable of reading code, you can have a technical member of your team help you review the code. While reviewing, the technical member of your staff can actually be checking for the following aspects of the code:
Code quality: Does the code look clean, organized, and readable?
Efficiency: Is the code efficient, or is there duplication of loops or code?
Problem-solving approach: How did the candidate solve the problem? Was his approach to the solution of the problem logical and to the point?
Make informed hiring decisions
Once the video interviews and assessments are done, it’s time to make a hire. Collaborate with the technical team to discuss the candidate’s performance in respect of the coding tests, code reviews, and the technical interviews.
Discuss strengths and weaknesses: Review with the technical team the strengths and weaknesses of the candidate. Were they technically able? Were there any red flags?
Consider soft skills: Consider how well the canddiate communicated, collaborated, and adapted to the challenges of the task. Soft skills should not be undermined.
Check cultural fit: Does this candidate fit your culture? Are they going to mix well with the values and culture instilled in your company?
Red flags to watch out for
While assessing software developers, the following are some of the red flags to watch out for:
Inability to explain technical concepts: Probably a candidate who can’t describe what he does or provide an explanation for technical concepts in simple terms doesn’t know this concept at all.
Poor communication skills: Good communication is key to great collaboration. Poor communication might cause misunderstandings and conflicts within the team.
Lack of interest in learning: The technology world is fast-moving, so lack of interest in learning acts as a red flag.
Conclusion
Conducting an interview with a software developer can be very tough for any non-tech recruiter, but the right kind of approach aids in making effective and well-informed hiring decisions. With the role understood, adequate preparation, technical assessments at your help, and collaboration from the technical team, you can fairly judge the candidate based on his skills and organizational fit.
Keep in mind that a software developer should not only possess the relevant technical skills but also the right company culture and values. While looking for technical competencies, you will actually be able to create a strong and cohesive team to drive the success of your organization if you focus on both technical and soft skills.
