11 ways to screen your front-end developer candidate

11 ways to screen your front-end developer candidate

For any business with a website, your frontend developer is arguably one of your most important hires. Their code, UX sensibility, and ability to work with both your tech and design teams determines how people will interpret your brand. To help you choose wisely, I asked a group of successful entrepreneurs from YEC the following question.

What’s one tool/method I can use to test or pre-screen frontend developers? Why do you prefer that to another solution?

Their best answers are below:

1. Evaluate Their Portfolio From Both Sides

Andrew ThomasViewing and discussing their portfolio is the best way to screen a developer for a new project. Take the time to evaluate their design and to ask them about the approach they took for the user experience/interface. Can they articulate their vision and did they execute it well?

In addition to evaluating their design and the UX, you should also review their code. This is a great way to make sure that they can execute on a design scheme and do so with a minimal code base. Less lines of code and more efficient code will reduce load and indexing times, which helps for users and SEO. – Andrew ThomasSkyBell Video Doorbell

2. Check Their GitHub Account

Humberto FariasA good way to evaluate a frontend developer is by checking their GitHub account. GitHub is where developers store their code in order to have a history of file changes or even so others developers can work on the same project.

Take the time to analyze the code so you can have a wide knowledge of how thisdeveloper writes, and so you can ask him why he made specific decisions. This is a great way to measure his knowledge on important topics, such as best practices/patterns, cross-browser/device compatibility and user experience to name a few. – Humberto FariasConcepta

3. Do Some Live Testing

john ramptonOn average, Silicon Valley companies spend 100-200 hours of their engineers’ time just to hire one developer. We faced the same issue in our company and decided to solve this problem by using a Remote Interview screening platform.

On average, I’m saving 75 to 80 percent of screening time. I achieve this efficiency by using their real-world programming tests, which are scored automatically on the platform. It’s basically a software that tests developers live as I watch them and then scores what they do. – John RamptonDue

4. Ask Them to Do a Kolbe Test

Nathalie LussierWe’ve recently been using an online test called Kolbe, which helps you see how someone strives in their work. This is different from an IQ test or a personality test, because it describes how someone naturally approaches their work.

One of the spectrums in this test is how much someone looks at facts before making decisions, and we’ve found that developers and frontend ones tend to be better at their work when they are “high” fact-finders. – Nathalie LussierAmbitionAlly

5. Ask for the Last Three Stack Overflow Questions They Viewed

Will NathanPre-screening is all about saving time — not only for the company, but also the developer. Taking a look at a potential candidate‘s recent Stack Overflow history provides a quick and easy way to gauge where they are in their coding journey, what they’ve been working on recently and a glimpse into the way they approach problems. – Will NathanHomepolish

6. Use Automated Testing Solutions

Stephen GillAn automated testing solution, like Codility.com, is an efficient way of identifying which frontend developers you should continue screening. It’s simple to set up and the results are easy to interpret, even for a non-developer. And while it’s possible for the candidate to cheat, it’s still an effective pre-screening solution because cheaters will be outed in a face-to-face screening. – Stephen Gillhttp://www.50onred.com

7. Have Them Test Your Product

Jayna CookeI always like to see what potential developers would do to better my product. I will veer them in the right direction and let them know what I think is a problem area, then let them take it from there. I like to see what they can come up with on their own to see if they aesthetically align with our brand. – Jayna CookeEVENTup

8. Require a Live Coding Test

Ty MorseWe identify a common issue or problem that comes up and assign developers a live, 15-minute test of their abilities. By using screen sharing, you can watch the choices they are making — how they identify the issue, how they approach it, how they resolve it.

Screen sharing makes it easy to identify developers who might be a real asset to your company and others that you may not find as useful, since you or your best developers, can watch a demonstration of thedeveloper‘s abilities unfold right in front of you. – Ty MorseSongwhale

9. Talk to Their Past Clients

Kristopher JonesBy far the best test you can give a frontend developer is to speak with past clients. The goal is to get feedback on how users felt about the design work. The reality is that frontend developers design applications and websites that will be in front of hundreds or potentially millions of people. I’d want to learn as much as possible about user interface design and conversion from past clients before inviting a front end developer in for a job interview. – Kristopher JonesLSEO.com

10. Have Them Write Unit Tests

jared-brownMost developers don’t write unit tests, but we insist on them at Hubstaff for all development work. It’s a best practice that’s integral to saving time overall, as it reduces the amount of time we spend fixing issues after doing functional testings.

Since we want our developers to know how to take new features for a test drive, we ask them to show us how well they write frontend tests. It’s an intellectual challenge to write effective tests for frontend behavior, which means that that developers who can do this well understand both the purpose of testing and the relevant behaviors to test. – Jared BrownHubstaff

11. Give Them a Hypothetical Project

Peggy ShellFrontend development involves subjectivity — design, user interaction, user experience, etc. Therefore, be sure to ask candidates to share their portfolios and probe into what they specifically contributed to each sample. Then if you’re still on the fence, assign a hypothetical project to create a compelling and effective frontend application.

It should go without saying that this project should be unrelated to your actual work projects. No candidates want to feel like you are asking them to solve your actual work problems for free. A nice touch is to offer to pay the candidates for their time. – Peggy ShellCreative Alignments

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