Front-end, Back-end & Full-stack: Best Practices for Hiring Developers
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While coding challenges are an effective way to test developer knowledge of computer science fundamentals, many organizations prefer a project-based challenge to evaluate the multidimensional skills needed to build real-world applications. This leaves hiring managers to the time-consuming tasks of creating a challenge, running intensive interviews, and evaluating performance, taking them away from other high-priority projects. In this webinar, learn how companies are effectively evaluating developer skills without a painful investment of time. We’ll explore: - What companies are doing to create an on-the-job experience with real-world challenges - Steps to assess senior candidates holistically, gaining visibility into how they approach system design, architecture, design patterns and more - How to improve the candidate experience and reduce time-to-hire with a structured, standardized hiring process
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Front-end, Back-end & Full-stack: Best Practices for Hiring Developers
- 1. ©2018 HackerRank. Confidential and Proprietary. Front-End, Back-End, & Full-Stack Best Practices for Hiring Developers www.hackerrank.com
- 2. ©2018 HackerRank. Confidential and Proprietary. Solutions Engineer HackerRank Weibin Zhong VP of Customer Success HackerRank Gaurav Verma Director of Marketing HackerRank Laura Guntren #HackerRankRBA
- 3. ©2018 HackerRank. Confidential and Proprietary. 3 Please tell us about yourself 1. Hiring Manager 2. Talent Acquisition Leader 3. Recruiter 4. Developer 5. Other Audience Poll
- 4. Agenda 1. Move beyond resumes: Modernize how you screen candidates 1. Create an on-the-job experience 2. Standardize Hiring Decisions with Data-Driven Insights
- 5. ©2018 HackerRank. Confidential and Proprietary. 5 ● Miss those who are self-taught ● Technical skills can be over (or under) stated * Source: 2018 Developer Skills Report, research.hackerrank.com Resumes don’t tell the whole story
- 6. ©2018 HackerRank. Confidential and Proprietary. 6 Most people find candidates in the same way
- 7. ©2018 HackerRank. Confidential and Proprietary. Have you hired a great candidate who was highly qualified but didn’t have a strong resume (e.g., traditional education)? 7 Audience Poll
- 8. ©2018 HackerRank. Confidential and Proprietary. 8 3 out of 4 tech recruiters & hiring managers have hired great candidates who didn’t look good on paper * Source: 2018 Technical Recruiting Report, www.research.hackerrank.com
- 9. ©2018 HackerRank. Confidential and Proprietary. 9 Which core competencies do employers look for?
- 10. ©2018 HackerRank. Confidential and Proprietary. 10 Anatomy of a Technical Interview▌ Correctness Ability to get a naive solution Optimality Ability to optimize a solution for more difficult constraints Correctness Ability to solve the challenge Code Structure Is the code one giant file or modularized well? Debugging Ability to find the bug in a large codebase Test-Driven Development Is there good test-case coverage? Correctness Create a simple architecture with unlimited resources Optimize for Scale How will the design change for 1M users vs 100K users? Knowledge of Technology What tools will you use for queuing systems, databases, etc? Problem Solving Real World Challenge System Design Pair Programming Ability to work together Code Readability Can others read the code? Is it well-documented? Language Proficiency Are you fluent in the language of your choice? Depth of Questions from Candidate Indicates general intelligence Common Attributes
- 11. ©2018 HackerRank. Confidential and Proprietary. 11 Assessment framework Developer - Level 1 (typically 0-2 years of work experience) Developer - Level 2 (typically 2-5 years of work experience) Developer - Level 3 (typically 5-8 years of work experience) Type of Challenge Problem Solving ● Problem solving ● Building a real-world app/project ● Problem solving ● Understanding code base ● Building/fixing a real- world app Duration of Challenge 60-75 minutes 120 minutes + 1+ day Positioning Recruiter phone call and/or a customized email that explains the process. The volume is higher here Recruiter phone call to explain the process followed by discussing this in the interview using Codepair Recruiter/hiring manager phone call to explain the process followed by a harder variation of this challenge used in the interview.
- 12. ©2018 HackerRank. Confidential and Proprietary. 12 Assessment rubric Role Skills Experience Level Questions Back End Engineer ● Code Understanding ● Code Testing ● Problem Solving ● Language Proficiency ● Debugging ● Performance Optimization ● Frameworks Software Engineer ● Algorithm, Data Structure Senior Software Engineer ● System Design ● DB Queries ● Scripting / Parsing ● Networking ● Frameworks Principal Software Engineer ● Building / Fixing a Real world App ● Code Review / Refactor ● System Design
- 13. ©2018 HackerRank. Confidential and Proprietary. 13 Can a candidate write code in Javascript? Can a candidate build a web application? vs Coding question Real-world question Assessing deeper skills
- 14. ©2018 HackerRank. Confidential and Proprietary. 14 Simple Javascript question You must merge strings a and b, and then return a single merged string. A merge operation on two strings is described as follows: ● Append alternating characters from a and b, respectively, to some new string, mergedString. ● Once all of the characters in one of the strings have been merged, append the remaining characters in the other string to mergedString. Real world Javascript question Build a country filterMerge Strings
- 15. ©2018 HackerRank. Confidential and Proprietary. Role-Based Assessments in Action█
- 16. ©2018 HackerRank. Confidential and Proprietary. 16 Candidate Experience ● Multiple files and terminal support ● Linting and autocomplete for faster coding ● Git support to work in candidate’s preferred environment
- 17. ©2018 HackerRank. Confidential and Proprietary. 17 Enterprise Readiness Robust candidate reports ● Automated scoring ● Code diff reports ● Run and review project in IDE
- 18. Conclusion Role-Based Assessments Deliver Better Hiring Outcomes Move Beyond Resumes: Skills Assessment Improve the Candidate Experience: Give them a challenge with the right context and make it as real-world as possible Move Beyond Language Proficiency: Assess all the skills needed for the role 1 2 3
- 19. Thank you▌ Please be sure to take our short survey before you leave Join our next event: How Peloton Interviewed 600 Candidates with a Team of 3 www.HackerRank.com
Editor's Notes
- Laura: Welcome to today’s program...
- Laura Introduces Weibin Laura introduces Gaurav Gaurav self-intro
- Laura introduces audience and discusses poll results
- Laura
- Laura
- Most people find candidates in the same way Finding the right opportunity is often still about who you know, rather than the skills you have, unfortunately. Referrals are the #1 way that recruiters and hiring managers find tech talent. While referrals can be a good source for talent, they can also lead to homogeneous teams and companies, ultimately affecting overall diversity and leading to bidding wars for the same limited pool of pedigreed talent. Companies should use a more standardized approach to find and evaluate hires based on skill. In other words, every referral candidate should go through the same rigorous evaluation and interview process as other candidates. The interview panel should also not be influenced by the referee. By focusing on the candidate’s skills, rather than who brought them in, there are fewer biases, which expands the talent pool.
- Laura to ask At some point or another, anyone who is involved in tech hiring finds a gem of a candidate who wouldn’t pass the resume screening. This was the case for Randstad’s head of data science who found a gem by the name of Adriana Rivera, a software developer who made her return to programming after a 14-year hiatus as a stay at home mom. Luckily, her programming skills spoke louder than the gap on her resume. Programming is not conducive to traditional resumes. Consider that over 70% of developers are at least partially self-taught, according to the 2018 Developer Skills Report. If you’re vetting candidates by CS degree, you’re missing out on millions of skilled candidates.
- Laura: You don’t need to have a CS degree from a top school to be a good developer and our research shows that recruiters and hiring managers understand that. In fact, 75% say they’ve hired a great candidate from a non-traditional background. When asked what 3 most important qualifications they look for before an onsite, both technical recruiters and hiring managers agreed that previous work experience is their top priority (77%), followed by years of experience (45.8%), and personal projects (37.3%). On the flip side, more traditional asks, like skill certifications or prestigious educations both ranked in the bottom half of the priority list. The bottom line: Hiring teams are much more interested in the proven skills and historic performance of a candidate than they are in their “pedigree”.
- Gaurav: A lot of people emphasize knowledge of tools, like programming languages on the resume. Over 90% of hiring managers care about problem solving more so than knowledge of tools, which are teachable VMware and vSphere story is good here: Where they couldn’t fill the role for 6+ months. But they were looking for too specific of knowledge.
- Gaurav
- A developer often has access to tools like an intelligent IDE, git, access to terminal and more when building applications A simple challenge is too simple for experienced candidates