Cómo Entrevistar Desarrolladores

Having a good developer is essential for high-quality work and timely completion for a project but finding a skilled and qualified developer is tedious and hard to know if he is the right candidate for the job Often, companies and recruiters end up selecting the wrong and unqualified tech candidates, wasting their time, energy & hiring costs. However, you can easily avoid this costly pain point by partnering with a PEO (Professional Employer Organization) for talent sourcing or adopting the right strategies, and asking the right interview questions while hiring developers.

Aquí encontrarás una lista de consejos útiles para entrevistar desarrolladores y encontrar un candidato exitoso:

Sé específico sobre lo que estás buscando

This rule is important not only for hiring a developer, but whenever you plan to hire a new employee for your remote workforce or distributed team. You should know exactly what skill sets you are looking for and what kind of person best fits your project. "Developer" is an umbrella term used for all types of tech talent candidates. While hiring, you should know whether you are looking for a website developer, an app developer, a backend developer, a front-end developer, or some other developer specialized in a specific coding language. Once you decide on the technical expertise needed for the job, make sure to check their soft skills. There are different programming languages, such as Python, Java, Scala, C++, Ruby, and others, that developers use to develop apps, software, websites, and other products; as well as different responsibilities within a team to see if they’ll be mentored or have a leadership role

Al preseleccionar candidatos, lee cuidadosamente sus currículums

Una vez que publiques un puesto para tu fuerza laboral remota o equipo distribuido, recibirás muchas solicitudes. Estas solicitudes incluyen candidatos con conjuntos de habilidades relevantes e irrelevantes. Por lo tanto, preselecciona los currículums con mucho cuidado. En el primer paso, has determinado el tipo de desarrollador y las habilidades que requieres. Por ejemplo, si estás buscando un desarrollador web frontend, entonces preselecciona currículums con experiencia en desarrollo web frontend y experiencia en los lenguajes de programación relevantes como HTML, CSS y JavaScript.

Establece una prueba de asignación relevante para la vacante

Ahora es el momento de verificar sus habilidades de programación y manejo de proyectos. Para hacer esto, prepara una asignación muy breve pero conceptual para probar sus capacidades. Envía la prueba por email a los candidatos preseleccionados y pídeles que completen el proyecto sin ninguna asistencia externa dentro de un tiempo limitado.  

Verifica sus habilidades de programación

So far, you must have filtered out more than half of the applicants. Once they complete the task and send you the last version of the code, it’s time to check their coding skills. Merely completing the assignment is not enough; the thing is that the candidate needs to code with efficiency and quality, as it plays a critical role in the product. So, hire a specialist or ask the technical lead to go over the assignment to check their programming skills.

Entrevista cuidadosamente al candidato

This is the last stage in the entire process, and you can divide this stage into two groups: technical interview and HR interview. In the technical interview, ask a specialist to ask technical questions to gauge the applicant’s technical knowledge. Prepare a list of technical questions to ask the applicant.

En la entrevista de RR.HH., busca sus otras cualidades o habilidades blandas, como la motivación para programar, el interés en su trabajo y otras cualidades necesarias para ser un empleado leal y una valiosa incorporación a tu fuerza laboral remota o equipo distribuido. Una vez que estés seguro, hazle una oferta.

That’s all. After applying all these strategies, you will have a candidate with all the required skills and qualities. As you see, finding the right tech talent is not as easy as it seems. You will save both time and energy if you partner with a company that does this for you. It will give you a lot of time to focus on your company and your growth.  

Axented tiene la solución perfecta para quitarte esta carga de encima. Con su plataforma Axelerate Talent Sourcing, puedes encontrar fácilmente al candidato adecuado para tu equipo utilizando nuestra herramienta de Reclutamiento como Servicio.  

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