I know asking a set of front-end questions aren't going to land you an awesome passionate developer. How do you find out the right candidate for your product esp. when it's a startup?
What would your strategies be?
Hire attitude, teach skills.
Have people explain how and why they chose their current tech stack. If they don't get to choose in their current or past role, ask what they would choose for a green fields project and why.
Ask questions about how they advocate their ideas and handle different opinions on their team.
Ask them to describe the way they work with other disciplines - backend, design, QA, managers, marketing, support...
Ask them what they're proud of.
Ask them about their toughest learning experiences.
Ask them what they're excited about.
If you still don't know about their skills in a key area - ask them directly. HTML? CSS? JS? Accessibility? Test frameworks? ...but usually a great dev will have talked about this stuff already.
Be willing to wait to get the right people. Hire up to a standard, not to a deadline. No matter how tough the pressure, a bad hire will take more time and energy than waiting.
Taking into consideration the person's background, I mainly look at the candidate's ability to code and solve design problems. While having knowledge of the various stacks out there is cool, they are not the best judge of one's ability based on the interviews I've conducted over the past few years.
Working for a large corporation will often limit the options available to someone who is coming from a contracting or freelance position. And no two companies are ever alike when it comes to process and development.
With that being said, I focus on the candidate's foundation. I want to know how long they have been coding? What their favorite projects were? What do they love and hate about Front-end Development? I start with the basics and challenge what they think they know about Front-end Development. I want to know what their real world experience is. Far too often I've come across many who know how to use libraries and all the latest buzz words but can't explain the differences between IE 11 and Chrome. My favorites are the self proclaimed JS experts who struggle with writing a IIFE.
Also, In my world, a Front-end Developer who doesn't know or understand how to use Photoshop will not go far. Mainly because it's a a tool we used just about everyday. My boss thought it was silly of me to ask such basic questions until a contractor he hired uploaded a 8 meg image on the home page. Knowing how to work with the creative assets provided to bring something to life is key. It helps with collaborations between Creative and Development and makes for a well rounded individual.
My team is made up of various individuals with skill levels ranging from Junior to Beast-mode. The one thing they all have in common is a strong foundation and the desire to learn and push the edge to produce quality products.
I just hired two developers one front-end, one sort of full-stack (many more in the past) and here's my strategy: get them talking.
Ask questions about technologies they've used sure, but more importantly ask them about what they've been working on and how they did it. The best programmers will generally get excited about what they've done and talk to you about it. They're proud of their work and want to tell you about it and in doing so will generally give you an idea about what kind of programmer they are.
The best interviews I've had were the ones that were more like a conversation about programming rather than a series of questions.
Obviously you want to make sure the tech stacks line up to fit your needs, but again, you can get this just by chatting them up. As they talk, ask questions, get them to elaborate, etc. Not only will you make the interview easier on yourself (they can get super long) but you'll generally de-stress the interviewee and get a better response.
One thing I like to do at the end of the interview is interview me. Ask me technical questions or anything in general. I've had a guy take the last 10 minutes of his interview to talk to me about video games. Coincidently, he's one of the guys we hired because within 20 minutes of talking to him and totally nerding out on what he'd been working on, I "this was the guy".
Most importantly, remember to treat your prospective candidates as human beings.
I used to take interviews for frontend developers for my company. The skill of interpreting the frontend developers is not by difficult programming questions but by listening their different views about any complex page design (say, tell me your views about The Times of India website, what you really think they are missing here??).
I feel the frontend developers skillset should include the design part more than the algorithms and programming.
Apart from basic logical questions, he/she should be asked the questions regarding the integration of frontend with backend, different kinds of libraries/frameworks he/she worked with and what are the pros/cons of using them. He/she should be evaluated by giving some design scenarios which anyone would face while coding frontend. Also he/she should be aware about the importance of simplicity in user interface.
There are no perfect answers to these questions but these questions helps in evaluating the thinking power of a developer when he is given the time to think out of the box.
There is already a question about this here somewhere. I think you can search it.
This is probably the most important aspect when hiring for start-ups. When it comes to technical skills, people can always learn and with time become very knowledgeable, but passion about building awesome stuff needs to be there.
Instead of discussing technical questions to find out if the candidate has competence, I prefer to ask questions about the candidate's opinion around things.
Or a more broad question that tends to get people talking. This is best asked before you talk about the existing stack for your project.
When asking these questions you will quickly realize if someone is passionate about his/her work and can't wait to get started, to have ideas and take initiative. It's easy to spot when someone isn't really that hyped, when they don't know what to say or are being too general in their answers.
william smith
Basically, a front end developer is focused on the look of the website, and design related issues. They are usually skilled in html/css coding and related scripting tools for creating the look of the website. If following skill does the front hand developer has. So we should hire them .
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