Recruiting Developers Get To Know Our Process!
Recruiting Developers, In the last three years, we have iterated our way of evaluating the level of a software developer to minimize the gap between the desired level and the actual level of talent. And yes, it has not been an easy task!
However, this has allowed us to optimize our tech talent outsourcing process. For this reason, in this post, we will focus on the essential stages that have worked for us to select the best talent in the last year.
Before addressing our process, it is essential to understand that there are various ways of classifying developers by their level of expertise in the software industry. Within each organization, this may vary for better control of the salary scale. However, the community has already identified three groups that are more or less a standard within the industry. These are Junior (Jr), Middle or Semi Senior (Ssr) and Senior (Sr).
As I mentioned initially, the biggest problem when interviewing developers is to validate their level. What usually happens is that each developer usually performs a self-diagnosis and determines which of the three groups they are in, and this makes it easier for them to apply for positions where these levels are required.
We will focus on executing the processes once the applications are received.
We must assume a profile with the functions and requirements defined in the call. In this process, we must focus on reviewing the resume to validate that the applicant meets most of the requirements specified for this profile. The main points are usually academic training, years of experience in the position, knowledge of technologies, and English language level. If the applicant meets the minimum requirements for the job, then she goes to the next stage.
2. Phone Interview
To carry out the pre-selection, we use a process called Phone Interviews. This stage consists of a phone call made by one of the engineering team leaders. In less than 15 minutes, you will talk with the candidate and ask simple but strategic questions that determine if the candidate meets the minimum requirements to continue with the job. Process.
The technical knowledge you stipulated in your resume and additional information, such as your current employment status, is validated. Once the Phone Interview is over, the person in charge records the interview result. If the effect is positive, the recruitment area will review this profile to schedule the Onsite Interview.
3. Onsite Interview
As a result of the pandemic, the Onsite Interview is now 100% remote, but the dynamic continues. It is an interview by video call that aims to learn a little more about the candidate’s training and experience and know his interests and motivations about the position. We conduct this Interview in English as long as the level of English is a requirement for the job.
In addition, this Interview primarily serves to assess the applicants’ soft skills. It includes a section of technical questions that, unlike those conducted over the phone, measure the technical level of the candidate in greater depth. Generally, the Onsite Interview has 2 to 3 interviewers, and once the interview is over, the interviewers reach a consensus to give the final grade.
4. Live Coding Interview
We apply the Live Coding Interview only for Middle-level profiles and above. The dynamic consists of a 30 to a 45-minute session where the technical evaluator has the objective of determining the developer’s seniority. Days before, the dynamics are communicated to the applicant, who must select a project from their portfolio, which will be examined live during the session.
During the interview, the candidate will share their screen, and the interviewer will take a tour of the source code. As she goes into the code, questions will be asked about the technical decisions she made to address some algorithmic issues. In some cases, the interviewer will request to refactor a segment of code that he considers can be improved.
At the end of the evaluation, the interviewer will give feedback to the interviewee, whether they are suggestions or advice regarding any opportunity for improvement found. If the candidate obtained positive results throughout the process, it would only be necessary to start with the procedures required for the hiring process.