\n \t
Advice from OrbitSoft<\/strong><\/p>\n7 Red Flags in a Job Interview<\/b><\/h3>\n
Signs that the team will have difficulty working with the candidate:<\/span><\/p>\n\n- Changing jobs every few months. <\/b>IT projects may indeed not last long. But the reason for frequent job changes may also be due to conflicts with colleagues. If the candidate blames all failures on those around them, the problem is most likely with the candidate.<\/span><\/li>\n
- Imposes their own rules or demands. <\/b>For example, the candidate refuses to talk to the recruiter, and immediately demands a technical expert. Such a candidate will find it difficult to work on a team and follow the instructions of a team leader.<\/span><\/li>\n
- Aggressively reacts to questions. <\/b>Not knowing something and saying it is okay. Phrases along the lines of “Why even ask that, it’s never used”, indicate that the candidate is uncooperative.<\/span><\/li>\n
- Hiding past experience. <\/b>It\u2019s normal if a person has worked on a project under a strict NDA. But if the candidate refuses to talk about all of their projects over the last 5 years, it\u2019s suspicious.<\/span><\/li>\n
- Answers with vague phrases: \u201c<\/b>Well, you know…”, “What do you think?” or, “Otherwise it won\u2019t work\u201d. Usually people answer this way when the results were not achieved on their own.<\/span><\/li>\n
- They make promises and don\u2019t deliver. <\/b>They didn’t show up for a meeting, didn’t answer an email, didn’t warn them that they would be late \u2014 people like this will blow off deadlines and let the team down. <\/span><\/li>\n
- Ready to start tomorrow. <\/b>If an employee is ready to leave their current job in just one day and let their company and team down, there is a good chance that they will do the same to us in the future.<\/span><\/li>\n<\/ol> <\/div>\n <\/div><\/div>\n\n
Technical interview with team leader <\/h3><\/div>\n\n\n
After the interview with the recruiter, about 3\u20145 successful candidates remain. To understand which one of them is suitable for a particular project, the experience of the team leader helps. <\/p>\n\n\n\n
In order to evaluate the technical skills of other developers, the team leader should have the level of a senior. For example, the team leader at POSiFLORA has ten years of experience with the project stack, and not only leads the team, but also programs himself.<\/p>\n\n\n
\n
\n \t
Tip from OrbitSoft<\/strong><\/p>\nThese selection methods do NOT work in POSiFLORA\u00a0<\/b><\/h3>\n
Unpaid test assignments. <\/b>Such a test is suitable for junior developers: they can use it for a portfolio. Candidates with experience will be demotivated by the test assignment: their time is valuable, and they will not waste it on a free job without a guarantee of an offer.\u00a0<\/span><\/p>\nTest day. <\/b>This selection method is not suitable for high-load projects. For example, at POSiFLORA, you need several hours just to deploy the environment on your computer. In just one test day, the candidate will not have time to show his or her skills. <\/span><\/p> <\/div>\n <\/div><\/div>\n\n\nThe Team Lead asks technical questions about the candidate’s past experience: <\/strong>How did you do it? What methods and tools did you use? Why these methods and tools? Such questions help to find out how much the person knows about the topic, whether they have adequately evaluated themselves, or has embellished their resume.<\/p>\n\n\n\nWe need to ask theoretical questions as well. For example, a mobile developer’s timeline asks:<\/p>\n\n\n\n
- What is ACID, and how do you verify that a database meets this standard?<\/li>
- What are design patterns (GOF) for?<\/li>
- What are SOLID principles, and how to apply them in practice?<\/li><\/ul>\n\n\n\n
The Team Lead asks for a link to GitHub or Bitbucket.<\/strong> It helps to check how well and professionally the code is written, and how often updates and upgrades are released. <\/p>\n\n\n\n
\n \t
Tip from OrbitSoft<\/b><\/p>\nWhat a company should keep in mind when looking to staff a project\u00a0<\/b><\/h3>\n
The candidate also gets to choose. <\/b>People want to know about the company, and what tasks and conditions they might be working on. For example, OrbitSoft has information about projects and technologies on its website. The candidate understands in advance whether he or she will be interested in working for us.\u00a0<\/span><\/p>\nIt is necessary to maintain the relationship.<\/b> If a candidate is not a good fit, that’s no reason to say no. After the interview, we recommend skills to build, and keep in touch. Perhaps after a year the developer will gain experience and be right fit for the team. <\/span><\/p> <\/div>\n <\/div><\/div>\n\n\n<\/p>\n","protected":false},"excerpt":{"rendered":"
In this article, we’ll share hiring tips, specifics of IT recruiting, and tell you how we found an experienced mobile app developer for the team at POSiFLORA. The POSiFLORA application suite has over 2,000 active client-users. Modern business needs IT products: online stores, corporate sites, media portals, and mobile applications. When it\u2019s impossible to develop […]<\/p>\n","protected":false},"author":214,"featured_media":36427,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[196],"yoast_head":"\n
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