When it comes to hiring software developers for your company, a screening test can save you both time and resources. A competent software engineer screening exam allows you to rapidly eliminate unfit individuals, without which one can result in lost time and resources.
So, what qualifies for an effective screening test?
First and foremost, it should be relevant to the position you’re looking to fill. Software engineering test questions should focus on the skills and information required for the profession. Next, the test should be moderately difficult, but not impossible. It should also be fair and impartial.
You can employ a variety of screening exams, including aptitude tests for jobs, cognitive ability tests, and skill-based examinations.
Aptitude Test for Computer Science
First, there is the computer aptitude test. This type of evaluation evaluates a candidate’s capacity to think clearly and code rapidly. Aptitude tests are used for positions that require critical thinking skills and are designed to be completed in a few minutes. The purpose is to assess a candidate’s ability to think quickly and solve issues under duress.
Here are some sample aptitude test questions and answers for software developers:
You’re given a list of numbers. Create a software that prints the median value.
Create a program for typing a list of numbers.
Create a program that takes two inputs and gives the sum of their squares.
Create a program that prints out all of the prime numbers in between 1 to 100.
Reverse the string.
It’s crucial to highlight that, while aptitude tests might help entry-level candidates, experienced engineers have already mastered these skills. So, if you’re looking to fill a more senior position, an aptitude test for software developers may not be the greatest screening tool.
Cognitive Ability Test
The next step is the cognitive ability test. Here are some examples of cognitive ability test questions:
You’re provided a list of firm names and addresses. Create a program that prints the intersection points of a list of addresses and a set of coordinates.
Create an algorithm to determine the greatest number in a list.
A consumer orders three goods, each with a different unit pricing. Create a program to calculate the overall cost of the order, including taxes.
Create a menu system that allows consumers to choose their food and see the entire cost of their order.
Find the factors of a number.
Similar to aptitude exams, cognitive ability assessments are best suited for individuals with less experience. They can be a useful approach to measure a candidate’s potential, but they may not be applicable for more senior roles.
Finally, we have the software engineer coding test. A software engineer assessment test evaluates a candidate’s ability to perform the job activities required for the position and may include multiple choice questions, true or false questions, or coding challenges.
Unlike aptitude and cognitive ability examinations, a talent evaluation test online can be useful for experienced engineers. Instead of the conventional software engineer coding test, your technical interview questions should cover more advanced concepts such as systems thinking, debugging, and architecture.
The nicest thing about an online technical assessment test is that it can be personalized to measure the exact skills required for the role. So, if you want your new hire to execute a specific work or project, you can utilize a skill-based test to assess their capacity to do so.
Examples of skills assessment tests.
There are various sorts of skills evaluation tests for software developers. Some firms use a stressful whiteboard interview, while others use brain-scrambling code tests. Unfortunately, neither of these tests will allow you to effectively assess a person’s abilities – and you may scare them away in the process.
Woven can help you uncover high-quality technical expertise for your available positions. Our evaluation tool goes beyond coding, using real-world simulations to evaluate senior engineering applicants with diverse skills. Asynchronous tasks take less than two hours to complete. It’s no surprise that 95% of senior engineering candidates agree with them.3 essential software development skills are
Software developers experience bugs. There are several of them. It’s a necessary element of the work.
The key to being a great developer isn’t necessarily avoiding errors entirely (which is impossible), but rather knowing how to rapidly troubleshoot them when they do appear. This includes rapidly identifying the root cause of the problem and implementing a solution to avoid it from happening again in the future.
Make sure you understand the codebase and the system as a whole. This will help you limit down your search space while looking for the source of an issue.
If you’re already into coding, the next step is systems design.
“The more senior the job, the more likely it is that part of the interview process involves moving boxes and arrows around to design a scalable, reliable system,” Woven Founder/CEO Wes Winham Winler explains.
The ability to design a system is more than just understanding the various components and how they work together. It also requires the ability to think critically about trade-offs, performance, security, and so on.
And, while there is no single correct answer to any design dilemma, being able to express your thought process and rationale is just as vital as the actual solution you develop.
This talent is especially crucial for senior developers, who are responsible for training junior engineers and collaborating with other teams to complete tasks.
Being a great collaborator entails being able to communicate effectively (both written and verbal), resolving conflicts, and having a genuine desire to help others achieve.
It also demands some emotional intelligence – the ability to read individuals and adjust your communication approach accordingly.
Developers can now collaborate on code more easily than ever thanks to platforms such as Github and Slack. Make sure you are familiar with the tools your team is using and that you feel comfortable utilizing them to collaborate with others.
When in an interview practice not only talking about your technical ability, but also explaining the business value of your work and what it means to the organization you’re interviewing for. You should give an instance that helps the interviewer understand how you think and how you would address difficulties in their firm. With the help of Mercer | Mettl you can learn to sell yourself in an interview, you’ll be able to demonstrate your range of abilities and command a higher wage.