software developers

Software Developer Interview- What Recruiters Must Know

The world is updating by the second and it goes without saying that it is exhausting to keep up. With new technology getting launched now and then, software developers need to keep themselves up-to-date. This being said, along with the developers, recruiters should also stay vigilant on the newest trends and in-demand skills for the fact that they would be the ones interviewing them on the skills.
Interviews may seem easy and facile to the untrained eyes, but recruiters have to undertake strenuous research to execute a proper interview. They should have a firm grasp of the role and the responsibilities that are asked for the position. It is a daunting job and it takes the right plan to select the right candidate.
Software developers are the core of the corporate world and thus, it is of paramount importance that their interviews should be to the mark. Recruiters should be able to frame questions that showcase the candidates’ personalities, competencies, and overall suitability for the role.
Interviewing a candidate for a developer’s role can be daunting, but we are here to help.
In this blog, we shall cover,

  • In-demand skills for software developers.
  • Top interview questions.
  • Points to look for in their answers.
  • Common mistakes done by recruiters.

In-demand Skills for Software Developers

Whether looking for a contingent worker or a full-time developer, a recruiter must know what he wants in his employees. As the role of a software developer is a technical one, prowess in technical skills is a must. But that is where recruiters become one-dimensional. Most recruiters take interest in the technical skills for such posts and miss out on the skills that reflect the candidate’s suitability depending on the prevalent work culture.
Software developers must possess skills that reflect their technical expertise as well as their personality and ethical viewpoints. A candidate may have all the technical qualities required for the job but may have a bad attitude. In that case, he cannot be considered as the ideal candidate as he will not be able to work with other employees.
Recruiters should know the required skills set and act accordingly.

Top Interview Questions for Software Developers

According to guru99.com and LinkedIn, these are some of the most asked questions in a software developer interview.

  • What are the important categories of software?
  • What is the main difference between a computer program and computer software?
  • What is software re-engineering?
  • Describe the software development process.
  • What are SDLC models available?
  • What is verification and validation?
  • What is the meaning of debugging?
  • How can you make sure that your code is both safe and fast?
  • Name two tools that are used for keeping track of software requirements.
  • What is the main difference between a stub and a mock?
  • What language do you like to write programming algorithms?
  • What is computer software?
  • Who is a software project manager? What is his role?
  • What is meant by software scope?
  • How to find the size of a software product?
  • What are function points?
  • What are the software project estimation techniques available?
  • What is Software configuration management?
  • What are the software requirements?
  • What is a feasibility study?
  • What are the functional and non-functional requirements?
  • What is a software metric?
  • What is modularization?
  • What is cohesion?
  • What is meant by the level-0 Data flow diagram?
  • What is the major difference between structured English and Pseudo Code?
  • What is a structured design?
  • What is functional programming?
  • What is Quality Assurance vs. Quality Control?
  • What are CASE tools?
  • Which process model removes defects before the software gets into trouble?
  • Explain the differences between a Thread and a Process?
  • What is the difference between an EXE and a DLL?
  • What programming languages have you used in the past? What are your top two programming languages?
  • How much are you coding daily? If you do not code daily, what is typical in your role?
  • What distinguishes a great software engineer from a good one? Do you feel you have those qualities?
  • What’s the most important thing to look for or check when reviewing another team member’s code?
  • What are the principles of good software engineering? What are some basic principles everyone should follow?
  • If needed, how would you go about designing scalable applications? Walk us through your process.

What should Recruiters look for in the responses?

Recruiters should focus on certain keywords that reveal the skills and qualifications of the candidate. The questions should be as such that they evaluate the candidate’s proficiency based on all the responsibilities as per the company.
According to experts, there are certain points that recruiters must emphasize on while evaluating the candidate, namely:

  • Programming language knowledge of the candidate.
  • Proficiency based on the requirements.
  • Ability and commitment based on the role.
  • Level of coding proficiency.
  • Capacity to think critically.
  • Overall fitness according to the company.
  • Attention to detail.
  • Knowledge regarding the workload and the responsibilities.
  • Issues on honesty and introspection.
  • Approach towards the company environment.
  • Career goals.
  • Creative thinking ability.
  • Capability to exhibit organizational goals.

Mistakes that Recruiters make during Interviews

Employees run a company and it is they who generate the productivity for the company and reach the ultimate business goals. The heart of a company is its employees and thus, they must fit perfectly with the company culture.
Recruiters often make mistakes that result in bad hires and lead to the decline and downfall of a company. In some instances, recruiters try to exhibit all the aspects regarding the role, leaving out the main goal of the whole interview process. This results in bulk-hiring, where many under-talented prospects get hired.
Recruiters sometimes show laxity towards their jobs, leading them to miss out on the important parts. Often, they review the resumes and select the candidates that have a full-fledged resume, without undertaking a proper interview process.
In search for perfection, recruiters often do not pay heed to the mindset of the candidates and reject them after the first encounter. They lack the sense of empathy towards the candidates, sometimes leading to the rejection of an ideal candidate.
Recruiters need to make sure that they do not commit these mistakes during the interview and take an ample amount of time to undertake the interviews. HRs and recruiters should understand that candidates are human too and only, an efficient and well-organized interview process will give the desired results.

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