Its so funny, but I was with a good friend of mine who I've worked with on private projects, and we were just talking about this.
We spent a good lot of the night interviewing eachother in our own respective questions and judging eachother.
I'm a bit more senior that I like to admit, and I loved his questions. His approach was more simple questions, then go and follow up on them. This was evident when he mentioned 1 hour was not enough time for him.
I have quick fire nonsense questions that are just an entrance fee, What is SOLID, how can you prepare a unit test. Then important things (IMO) Patterns, identifying refactoring needs.
As for the questions themeself they're actually not that important and both of us tonight realised..
The questions you ask should reflect the work you EXPECT(if a senior/mid) the person to be able to do.
If you're hiring a JUNIOR I will say... The most important thing is to make sure they actually have an interest. I have been burnt hard on this.
Forget about language specifics also.. They can be learned, and as for Patterns, I am taking a step back on them because a lot of people use them without knowing it.
Our world comes from experience.. If you're willing and able to teach, hire like that, if you need some core team member quickly, hire for that.
It was easily the best chat I had with him in a long time and I hate interviewing!
We spent a good lot of the night interviewing eachother in our own respective questions and judging eachother.
I'm a bit more senior that I like to admit, and I loved his questions. His approach was more simple questions, then go and follow up on them. This was evident when he mentioned 1 hour was not enough time for him.
I have quick fire nonsense questions that are just an entrance fee, What is SOLID, how can you prepare a unit test. Then important things (IMO) Patterns, identifying refactoring needs.
As for the questions themeself they're actually not that important and both of us tonight realised..
The questions you ask should reflect the work you EXPECT(if a senior/mid) the person to be able to do.
If you're hiring a JUNIOR I will say... The most important thing is to make sure they actually have an interest. I have been burnt hard on this.
Forget about language specifics also.. They can be learned, and as for Patterns, I am taking a step back on them because a lot of people use them without knowing it.
Our world comes from experience.. If you're willing and able to teach, hire like that, if you need some core team member quickly, hire for that.
It was easily the best chat I had with him in a long time and I hate interviewing!