Also, you need to decide whether the candidate is a bad fit or a good fit after the interview. To make things easier, we've come up with these 5 points guide that should give you the kickstart to conduct an effective interview process
Vet for specialist not generalist
Software development has a wide variety of meaning associated with it. If the job requirement is to have expertise in Python then sure as shooting you don't want to look for a generic keyword. It truly doesn’t make sense if you are making gruelling efforts to search for a Python developer by concentrating on a generic keyword like the software developer.
In other words, you want to look for one specific skill/language that a candidate is expert in. Also, you have to make sure that the skill should be aligned with the job requirement. You certainly don’t want a candidate who has dabbled in multiple languages with no expertise in one.
Learning potential of candidate
Software development is the field which is constantly changing; thanks to the unimaginable rate of development in the technology sector. Have you ever heard of Moore's law? It states that the computer processing speed gets doubled every 18 months. This directly translates to the fact that all technological change occurs at an exponential rate.
Hene, it is not hard to believe that you need developers that have great learning capabilities. Of course, specialisation in one language is important but you should equally look for the learning potential as well.
It is highly likely that your hire would have to learn a new thing every now and then while executing the project. Which is why you have to make sure that the candidate is fully equipped with an impressive learning potential.
Increase difficulty level of questions gradually
There are two steps in conducting every technical interview. First, you need to know whether the candidate has learned the basics of the programming language. If not then, you can certainly label the candidate a bad fit, as strong basics is a must-have skill in every job requirement.
The second step is to level up the difficulty of questions and see if the candidate is able to give the correct answers. You must continue this process until you feel the candidate is not comfortable in answering questions with a particular level of difficulty.
A positive attitude
Believe it or not but you can actually gauge the attitude of the candidate while taking the interview. Ask the candidate about the group project that he/she might have done and see whether the candidate gives any credit to the team members. It is important because development work requires the candidate to work in a group. Irrespective of the skills of the candidate, if the attitude is not right then working in a team would be very difficult for the candidate.
Conduct phone screening interviews
You should always adopt the practice of conducting phone screening interviews. It helps companies to weed out the candidates that definitely are the bad fits. You may do that by involving your engineers or take the service like that of aircto.
P.S. You must make sure to pay an equal amount of attention to the questions asked by the candidates and their answers. This is because the questions they ask often reveal their priorities.