How to evaluate the professionalism of a programmer for 5 questions – experts answer
Our programmers are engaged in both creating their own solutions and custom development, as well as support services, updating non-standard 1C configurations. The work is built in small teams of 3-4 people, each with its own specialization: for example, someone knows the specific configuration of 1C more deeply, someone is better versed in updates, convolutions of infobases.
Very often, developers move between teams: they strengthen teams within a specific project or become team leaders in new areas of work. Therefore, at the interview, regardless of the development stack, it is important to understand what motivates the specialist, how he relates to internal movements and the flexibility of the organizational structure, different roles: team leader, architect or project manager. My list of questions is this.
Why did he want to become a developer?
This question helps to “break the ice” at the beginning of the conversation, to find common ground. It allows you to understand how a person makes decisions, what motivates him to change, which is important for him in the profession.
What personal qualities helped him become a developer and which of them are the most significant?
Here you can see how the programmer evaluates himself, what he considers his strength, which he wants to use in his work, what he considers the most valuable. Sometimes this question helps to see the potential of mentoring: a company has many interns, and a person who is well aware of the process of becoming a programmer may be useful to them.
Who does he see himself (in what position) after 1 year, 2 years, 5 years (not necessarily working in our company)
Quite a controversial issue that applicants do not really like. Nevertheless, it helps to see the career ambitions and goals of the specialist, to understand whether the company can satisfy his needs, how much we approach each other as a whole.
What are 5 of his favorite books and why they?
By the answer you can understand what the specialist is interested in, what is his horizons, both professional and universal.
How can it be useful for our company? What can he bring new to the company?
With this question, I check how many people have learned about the company, what expectations have been formed for him, assess the interest of a specialist in cooperation. Often at this stage we tell stories about other employees who will help the applicant to better understand what role he will be able to play in the company over time, how he can influence it.