My approach requires having been a developer to be able to truly access a person on the actual job.
I look for potential. I don't look for a check list of words. So, I let the candidate tell me this story and reveal his potential. If the candidate is not senior it is my responsibility to guide his/hers story telling and learn for other interviews as well. Often the younger ones didn't know what is important and need help which is perfectly fine.
So how do I evaluate potential and culture? It is quite easy. You look for things that show that the candidate has the ability to learn and go the extra mile. For example just doing the minimum required job is a potential red flag. When with a junior an easy way is to check the difference to what was asked and what was done during assignments. For culture i look for productiveness and no bullshit attitude. I also look for genuine interest in the technology. Reading content outside the job, following our attending events and in general not staying in the personal box.
Of coarse not everyone is the same so at the end of the day it depends. At the end of the day it all depends on the ability of the candidate to explain things that in don't know and honesty.
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My approach requires having been a developer to be able to truly access a person on the actual job.
I look for potential. I don't look for a check list of words. So, I let the candidate tell me this story and reveal his potential. If the candidate is not senior it is my responsibility to guide his/hers story telling and learn for other interviews as well. Often the younger ones didn't know what is important and need help which is perfectly fine.
So how do I evaluate potential and culture? It is quite easy. You look for things that show that the candidate has the ability to learn and go the extra mile. For example just doing the minimum required job is a potential red flag. When with a junior an easy way is to check the difference to what was asked and what was done during assignments. For culture i look for productiveness and no bullshit attitude. I also look for genuine interest in the technology. Reading content outside the job, following our attending events and in general not staying in the personal box.
Of coarse not everyone is the same so at the end of the day it depends. At the end of the day it all depends on the ability of the candidate to explain things that in don't know and honesty.