Top 10 Interview Questions for Programmers to Help You Find the One

When conducting a non-technical consultation, it ’ sulfur hard to know whether the developer in front man of you is the one—especially if you alone have an hour to make up your mind, or worse 15 minutes !
Like that one time you interviewed Jake over the telephone and decided he didn ’ triiodothyronine fit the bill. tied so, he added you on LinkedIn. A year later, you found out that he got scooped up by your company ’ sulfur top rival and is doing wonders in the other pond. Yep, you let a very well fish get away .
nope After all, when hiring a developer, there are so many factors to take into consideration. It ’ s not all about technical skills. You besides have to check for soft skills, such as ability to communicate, adapt to fast-changing environments and perform under pressure. On top of skills, you besides need to see whether the campaigner and his motivations fit in with your company .
The most efficient interview questions are based on concrete examples that demonstrate a campaigner ’ mho ability to work under challenging circumstances.

We ’ ve put together a number of our top 10 interview questions to help you make certain you don ’ triiodothyronine let the good programmers slip aside. Each question has been tried and tested by technical school recruiters around the populace .

What to prepare, remember, do or say when interviewing a developer remotely .

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Which answer best describes what you do ?



1. Why are you interested in working at “XYZ company”?

Candidates should do their homework and learn about your company. This question helps check if they sincerely want to work with you. You ’ ll be able to see whether their work motivations fit company goals and culture .

2. Do you like programming? If yes, why?

Watch out for developers who have a hard time explaining why they enjoy programming, and those who code for the money and/or because it ’ sulfur easy to find a job. A dear programmer is a programmer who enjoys coding for the sake of creating, being challenged, finding solutions .

3. What did you like about your previous work environment and what didn’t you like about it?

Chances are, they ’ ll have the lapp preferences wherever they go. so if something they strongly dislike is widely salute at your company, you have a trouble : they credibly aren ’ triiodothyronine going to be felicitous in your technical school team. On the early bridge player, if their preferable ferment environment resembles that of your party ’ mho, they ’ ll most likely boom .

4. Have you ever worked in a multidisciplinary team (i.e. with both tech and non-tech members)? If yes, did you like it and why? If not, would you like to and why?

Use this question to get a feel for how they work with others. See whether they like getting feedback and learning from others, particularly from those who have unlike software, structure or algorithm expertness from them .

5. Describe a situation in which you came across a major obstacle to complete a project. How did you deal with it? What steps did you take?

The campaigner ’ s answer should reflect their ability to adapt and find a solution when things don ’ metric ton go as planned. If you don ’ triiodothyronine get all the necessity details right away, probe for more. They should be able to describe a situation or a trouble, the actions they took and the represent results .

“ Be indisputable to ask follow-up questions, besides — differently, you ’ re wasting an opportunity to dig into a candidate ’ randomness thought process. ” – Karl Sakas

6. Give me a recent example of a stressful situation on the job. What happened? How did you handle it?

Get a feel for what the campaigner finds nerve-racking and determine whether they ’ re able to deal with it gracefully. Their answer should tell you whether they ’ ra able to handle stress. besides, if similar situations persist in your company and they can ’ triiodothyronine cope accordingly, they probably won ’ t succeed in the character .

7. Tell me about the project you’ve worked on that you’re most proud of. What did you do that worked out particularly well?

Their answer should give you a sneak glance of what they know and value, linked to actual positions they ’ ve harbor within a team and how they perceive their own work. The manner in which they respond will besides show a bite of their personality ( i, are they humble or conceited ? ) .

8. Tell me about the project you’ve worked on that you’re least proud of. What would you do differently?

This interview question is one of our favorites. We all make mistakes ( after all, we ’ re only homo ). It ’ south besides the best way to learn. That said, you need a programmer who can learn from their mistakes and do better future time. so let them explain how they coped with their worst developer failure .
Sad pup: what are developers ashamed of?

9. What programming languages/frameworks can you work with? Can you describe your experience with them?

Although you may not be identical technical, you can still find out about developers ’ skill set and charge. This is very utilitarian information for your technical school leads or managers and operations team. Coupled with a coding trial, you ’ ll be able to tell whether they ’ re the real deal or an impersonator.

10. If you could master one technology this year, what would it be?

Ask them this motion to find out which technology they ’ re interest in and whether it fits in with what the party is using or planning to use .

Let’s wrap it up

Asking the right interview questions will allow you to identify passionate, good and motivated developers. Refer to this list for your adjacent interview !
One last thing : you want to know how they see themselves in a few years. This question will help you tell the deviation between a candidate who aspires to becoming a plan director, will to coordinate others ’ knead, and a campaigner looking to fulfill his or her electric potential as a developer who keeps on build up things .

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