Building an Interview: What should You Ask a Candidate with 3+ Years Experience
What are the right questions to ask a candidate with 3+ Years experience? If you ask them “what is inheritance and polymorphism?” you are more likely to end up with someone who will not be a good match, and most likely not be the top talent. What should you ask? Well, what is going on at your company right now? Are you running an event and you need an application to support a thread of related issues? Base your questions on what is happening, right now. Get the current issues solved by a capable and driven candidate.
Building an Interview – It’s Not Always Worth a Google
Most interview questions are taken from, or let’s say– inspired by Google. Surprisingly more interviewers search Google for interview questions, not potential candidates! It is far better for your company to put together your own questions, based on the matters at hand. Speak to colleagues or team members that may be working with the successful candidate. What would they ask them?
All in the Details
Break down the roles into tasks and details. Do you have database issues that you need taking care of by a developer? Ask situational questions that will give you examples of their experiences. Spend time figuring out what your exact gap is in your current application model. If you are looking for a candidate with 3+ years experience. As 1 – 2 small design related questions.
An excel worksheet hurt nobody! Record the position’s technical needs, interpersonal skills, and team-working capabilities. What personality behaviors are you looking for — someone who works well as part of a team or someone who is mainly self-driven? Is the candidate constantly updating their skills? Ask the questions that matter most, and record them!
Interview Red Flags
There are a few responses you can look out for when conducting interviews. Let’s call the following answers as “stop statements”– in other words time to stop the interview! Interviewees who say “I have everything I need to know, I don’t have to learn anything else” are not someone you want on your team. Learning is a journey, with no set destination. Growth is all about trying new things. Another stop statement is: “I’ve never failed at anything” — we don’t need to tell you that failure is a part of learning… Everyone needs to have a few bumps along the way.
There is a light at the end of the hiring tunnel! Focus on the qualities you want in your new hire. Spend time and figure out what you need, what is missing and who would be the best fit for your team. What is your biggest struggle when planning interview questions?
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Author: Charlene Beatty
Charlene Daignault Beatty is a freelance content writer and social marketing specialist from Toronto.