How do you interview developers effectively? How do you get to know them, assess their skill level, and make it a positive experience?
I’ve interviewed over 50 people for different developer roles. Here’s what I’ve learnt.
Side with the candidate
The candidate has agreed to meet unfamiliar people, in an unfamiliar place, and answer questions. You want to do your best to put them at ease.
Don’t jump straight into questions: introduce yourself (and any other interviewers) and chat a little. Set expectations about what will happen during the interview (especially important in phone interviews). Not only is this the right thing to do, relaxed candidates are smarter and more fun to spend time with.
You shouldn’t have more than two interviewers with a candidate at any one point.
An interview is a two-way process: candidates are also considering whether they want to work with you. The best candidates often have multiple job offers, so it’s important that they like the role and the team.
Avoid ‘Big Bang’ Questions
A common interview antipattern is to look for a single ‘great interview question’. This all-or-nothing approach leads to questions that are too big, and candidates are more likely to get stuck or stress.
Instead, break questions into smaller parts. Candidates enter an interview with no idea what to expect. Warmup questions set expectations and let you discuss a broader ranger of technologies.
For example, suppose you’re interviewing candidates for a frontend web developer role. You could start with some CSS questions:
Consider the following HTML:
1: What does the CSS selector
2: What’s the difference between
#article > a?
3: Write a CSS selector that only matches the first paragraph element in a div with an article ID.
These questions are incremental, but there are also opportunities for experienced candidates to show-off. You can also add open-ended questions like ‘is this good HTML?’ to see how candidates think.
(Topics you might discuss here include: using the
alt attribute on
img tags, using classes versus IDs, or the HTML 5
Once you’re done with CSS questions, you can move on to other topics. Having more questions gives you much more flexibility. You want to distinguish strong developers who are weak in one area from weak developers.
Use Standard Questions
Once you have a set of interview questions, evolve them slowly. It’s easy to conclude your questions are too easy if you have some really great candidates (or vice versa). If you have a standard set of questions, you have a standard benchmark to measure candidates’ abilities.
Seeing multiple candidates answer the same question can also highlight poorly worded questions. On several occasions we’ve changed examples in our questions to prevent common misunderstandings.
You should be aware that asking the same questions repeatedly will make them seem easy to you. Make sure, however, that you humour candidates if they propose weird or novel approaches. We still see new ways of answering old questions, and it’s easy to follow along when you’re very familiar with the problem.
If a candidate does give you a bizarre answer, take the time to explore their reasoning. Stepping through the code together is often worthwhile, especially if you suggest an input that exposes some bug in their implementation.
Write Actual Code
It is crucial that you ask developer candidates to actually write some code. They won’t have an IDE in the interview, and may not remember exact arguments for obscure standard library functions, but they should be able to write working code.
throttleso it returns a function that only calls the original
funcat most every
waitMsmilliseconds, even if called more frequently.
This question also has scope for broader discussions: How do we write
variadic functions in JS? Are there libraries that include
functionality? How would you test code like this?
You shouldn’t be trying to catch the candidate out: the goal is to understand how deep their knowledge is in different areas.
Write Feedback Promptly
Once the interview is over, it’s important to have written records of how it went. Write up some notes soon after the interview.
Be specific. Good feedback says why you came to a conclusion about a candidate. This is especially helpful if interviewers disagree on the suitability of a candidate.
John Doe comfortably managed our CSS questions, demonstrating knowledge of specificity, the box model and pseudo-elements. However, his JS is much weaker: he needed significant help to solve our first JS question. He created a variable called
default(a syntax error) and didn’t know about variable hoisting.
He’d work well alongside our designers, but I don’t think he’d be a good fit on our developer team.
Finally, be welcoming, be supportive and make the most of meeting new people. Everyone involved should leave the interview having learnt something.