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Suggestions for Interviewing Web Programmers
How do you go about interviewing a web programmer to make sure that his code isn’t as rumpled as his shirt?
We’ve been hiring at Sebo Marketing, and my experience leads me to focus on four main areas when I talk to potential hires:
Four Parts of a Web Programmer Interview
- General Knowledge
It’s usually a good idea to try and take stock of a candidate’s knowledge by asking some basic questions that cover a wide range of topics in web programming to test the breadth of his or her skill set. The W3Schools has quizzes for XHTML, CSS, PHP, and many other topics. These aren’t a perfect measure of someone’s knowledge, and some of the questions aren’t all that great (Like the one in the XHTML test that asks whether or not XHTML will replace HTML), but they can help you get a general idea. If your candidate misses more than 5 or 6 questions, you may need to keep looking.
- Specific Task Performance
I try to give interviewees a specific task or small project that will utilize a mix of skills to solve a (limited) real-world problem. They don’t even have to finish the task—it’s useful to see how far they got and how they were going about solving the problem.
- Portfolio of Work
In order to learn web programming, one must do it. There’s no escaping it. If potential hires don’t have a portfolio or aren’t willing to share it, they may never have done any real work. Even first-time hires need to code something that they can show. In my mind, a candidate’s portfolio is the most important gauge of ability in the interview.
- Overall Fit
Even if a candidate can write AJAX in his sleep and is helping write the upcoming CSS3 spec, he still may not make sense as an employee for your company. If salary/wage requirements are too high or if a part-time hire can’t work the proper hours due to scheduling issues, for example, then things just won’t work out. Candidates that aren’t a good fit for your organization are hard to pass on when they are well qualified, but trying to compromise on requirements and needs so they can work for you is a dangerous thing.
You’re Hired!
If your candidate can answer general web programming questions, solves your sample task, has a portfolio of well-crafted projects, and fits well with your organization, offer him or her a job! If there are a few problem areas, see if the situation can be managed through training, trial hire periods, or lower pay. If there are lots of red flags, many missed questions, and no samples of previous work, be warned! Good luck with your interviews.
Published by Michael Ebert
on April 28th, 2008
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