How do you test a programmer before hiring?

There are many different tests that you can use to evaluate a developer’s skills and determine if they would be a good fit for your company.

First, it is very important to have a clear idea of the type of person you need. Getting clear on that is the most important step.

Second it is important to understand what makes a great developer. Unlike many other areas, one developer can be 100x better than another. They can code faster, and more effectively and simply. It is very very important to identify the best ones.

There are many qualities that make a great developer. Here are some key characteristics that are often associated with top-performing developers:

1. Strong technical skills: A great developer must have a strong foundation in programming concepts, algorithms, data structures, and the tools and technologies relevant to their field. They should also be constantly learning and expanding their knowledge to stay up to date with the latest developments in their industry.
2. Attention to detail: A great developer pays close attention to detail, whether they are writing code, debugging, or testing their work. They understand that small errors or oversights can lead to larger problems down the line.
3. Problem-solving skills: A great developer is an expert problem-solver. They have the ability to analyze complex issues, break them down into smaller parts, and find effective solutions.
4. Collaboration: A great developer should be able to work well with others and communicate effectively with team members, stakeholders, and clients. They should be able to take feedback constructively and work towards a common goal.
5. Passion for learning: A great developer has a deep passion for learning and expanding their knowledge. They are always seeking out new challenges and opportunities to grow in their field.
6. Creativity: A great developer can think outside the box and come up with innovative solutions to complex problems. They have the ability to approach problems from multiple perspectives and come up with creative, effective solutions.
7. Empathy: A great developer is able to put themselves in the shoes of their users and understand their needs and pain points. They design and develop solutions that are user-centered and address the needs of the people they are building for.

Here are some common types of tests that can be useful for evaluating candidates:

1. It can be a good idea to start by asking a series of basic questions about the developer. Such as: “Why are you interested in us? What are your values? What is your biggest career achievement? This can be a quick and easy way to eliminate the vast majority of candidates who don’t match your values and have communication problems. If they can’t write well, they are unlikely to code well.
2. Research – delve into programmers portfolio of work – github account.
3. Technical skills assessment: This is the most common type of test for developers. It typically involves a series of coding challenges or questions designed to assess the candidate’s knowledge of programming languages, algorithms, data structures, and other technical skills relevant to the position.
4. Problem-solving exercises: This type of test is often used to evaluate a candidate’s ability to solve complex problems and think creatively. It may involve presenting the candidate with a hypothetical problem or real-world scenario and asking them to come up with a solution.
5. Pair programming exercise: This type of test involves pairing the candidate with an existing developer on your team to work on a programming task together. This can give you a sense of how well the candidate works with others and how they approach collaborative coding projects.
6. Live coding interviews.
7. Code review and debugging exercise: This type of test involves asking the candidate to review a piece of code and identify any issues or potential improvements. It can be a useful way to evaluate the candidate’s attention to detail and ability to identify problems in code.
8. Communication assessment: This type of test is less focused on technical skills and more on soft skills. It may involve asking the candidate to explain a technical concept to someone without a technical background, or to provide a written response to a hypothetical customer service scenario.

Ultimately, the best test for hiring a developer will depend on the specific needs and priorities of your company. It’s a good idea to use a combination of different types of tests to get a well-rounded view of the candidate’s skills and abilities.