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by potench
4563 days ago
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A coworker and I wrote a script that's been through a few iterations based on feedback and tailored to whatever company I'm hiring for. Based on the participants self-rating (1-10) you can ask increasingly more nuanced questions in each area of CSS, HTML, and JS. Here's the front-end interview script I use: https://gist.github.com/potench/e71e09c882628054c119
So far it seems to do a good job at promoting conversation and identifying thoughtful and talented FE developers. |
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> On a scale of 1-10, what is your comfort level developing with HTML, CSS & JavaScript?
> How well do you think you work with other fellow developers?
> Given a choice, would you rather work alone or in tandem with someone?
What are the "correct" answers to these? Or more specifically, in your opinion what are the "wrong" answers?
On the first, the problem I see is one of self-reporting. We have seen developers self-report a 9 on something, only for us to determine later based on the interview that they were more like a 5. We didn't put value on either of these numbers, because both were relative - the "9" was presumably relative to his previous job environment, and the "5" was relative to ours. (At another company the person could've been a "2", for example.) Fact is, it doesn't really matter - we were just looking to see if the person can add value, regardless of whether they were a 5 or a 10.
On the latter two: we have had "loners" crank out incredible bits of code on their own, and "team people" do the same as part of a larger group. We have also seen people switch between the two "personality types" based on context - the specific project, their team mates for the project, and so on.
So we prefer not to ask these types of questions as we don't seem to get any relevant information out of them, but perhaps we're missing something, and so I'm curious as to what your motivations are.