Some ideas on the Vetting process for recruitment of Software
Engineers
Recently I met with an international vetting company. I got an interview with somebody in India and then I attended a meeting with 6 vetting professionals from LA including their leaders. I offered them my sincere views about the interview and its design. Here are my opinions on the subject.
Personal environment:
Personal environment:
- Check how is the programmer’s personal computer environment organise.
- Check grouping density and quality of items
Previous
works:
- Ask for examples of previous work’s of the candidate.
- Check whether they are true examples by asking questions about the examples.
- Ask LOC and other statistics information including how many people has worked on them and how long did it take them and the specific candidate to finish it.
- Ask for the documentation process and the Software lifecycle used. Check the comments and other documentation examples.
Learning
curve test:
- Ask the candidate which programming languages he/she has used.
- Choose one that is not the best for the candidate.
- Ask him/her to write a simple program in that language using internet as a reference.
- Check how long and how good it takes.
Diagnosing
ability test:
- Produce faulty programs with varying difficulty.
- Check if/how long the candidate can fix them.
Copying/developing
ability test
- Produce company templates which characterize how your company approaches to specific problems.
- Require the candidate to develop a small solution using these templates
Testing ability test
- Ask for a test process the candidate has used in prev work
- Require the candidate to produce a test method for a given program
