Tips to Successfully Evaluate Application Developer Candidate Skills
By Theresa Zandi
Hereâ€™s a scenario to illustrate the evaluation process of a candidate. It starts like this: I just received five candidates for an Application Developer position. Whatâ€™s next?
Ready to see some step-by-step tips on how to properly evaluate Application Development candidate skills?
In-depth resume review
When looking at the five Application Developer candidates mentioned in the scenario, start with an in-depth resume review. Specifically, I am looking at how much overall experience the candidates have, if they have a degree and if so in what and from where, and particular technology skills. Has the candidate worked in a government or commercial environment? What is the average tenure for each position? Are they job hopping? If I see shorter-term contracts from someone in a hands-on technology role, such as Angular Development, Java Software Engineer or DevOps, then thereâ€™s possibly other factors preventing them from reaching tenure. All of these are things to keep in mind.
You should be spending a short time reviewing the resume when you are using the steps above as your guide. From there, you decide if itâ€™s a yes, no, or maybe to move forward. The yes and no candidates are easy to either select for interview or disposition. You are going to want to speak with those in the â€œmaybeâ€ pile, but there are likely concerns based on the red flags you discovered in your initial resume review. The â€œmaybeâ€ candidates could well be diamonds in the rough and may just need some polishing. Did the candidate simply not include the right information in their resume or are they on the verge of being a â€œyesâ€ candidate and merely need an opportunity to hone their skills. The â€œmaybeâ€ candidates are ones where you find great candidates that work within your budget and that others are not interviewing because of the initial resume review. The bottom line is, if I find something that is remotely interesting, Iâ€™m going to talk with the candidate. I spend that time ensuring a candidate is a solid â€œyesâ€ and not just a â€œmaybeâ€ based on their resume writing skills. With a â€œmaybeâ€, itâ€™s possible to see a specific skill that has not been expanded upon in the resume. At that point, it is worth talking to them to see what they know.
The most important thing to look at when evaluating an Application Developer candidateâ€™s resume is their spelled-out expertise in a particular skill. Whether itâ€™s Java or Angular, it is important to see and evaluate the specifics. Proven experience in the body of the resume is also very important in the assessment process. Clients need to also keep an open mind when it comes to evaluation and consider if specific skills are easily trainable or if learning with on-the-job-training is possible. In other words, how can you evaluate a â€œmaybeâ€ in order to decide if you should invest to get that ROI? Overall, the candidate needs to be the right fit for the role and the organization â€“ personally, technically and culturally.
Lastly, when you are looking at the Application Developer candidateâ€™s resume, look at their career progression. If a candidate is not advancing and has stayed in the same position for 15 years, you should probably move on to someone that has grown into more of a leadership role or a more senior role.
Follow up in the phone screen/interview
There is usually an initial phone screen where technical evaluation takes place. Here, itâ€™s determined if the Application Developer candidate is eligible to move forward with a face-to-face interview. Some personality shows through a phone screen, but you are really going to see it and know if you have a true cultural fit when interviewing in person.
In the in-person interview, you also get into a deeper technical conversation where maybe the candidate is asked to white board something. A white board session during the interview is beneficial depending on the role; however, it should be mentioned in the phone screen before the candidate comes in for the in-person interview. Always let the candidate know what to expect so they are prepared.
When it comes to evaluating the skills of an Application Developer candidate, you want to keep an open mind. The idea of the Goldilocks candidate happens so infrequently â€“ this candidate is too *this* and this candidate is too *that,* but this candidate is *juuuuuuuuuust right!* There is a lot of give and take. As the interviewer, you need to decide what concessions you are able to make for each position.
When evaluating a candidate, remember that you are not the only game in town. Todayâ€™s technology candidates have many options, so take the opportunity to close them when you decide they are a solid fit for your role. If you are interested in the candidate, ask them if they would accept the position if it was offered to them based on what they heard in the interview. Pre-close the candidate, find out if they are interested, and address any obstacles.
If you come across an Application Developer candidate that has most of what you want, but lacks a couple of areas, ask yourself if it is trainable and if there is someone to support them in the ramp-up. Look at the fact that the perfect candidate is likely a needle in a haystack, so what are your options? As an interviewer, if you are 75% sure that they are the right candidate, you should close them. If you see an opportunity, donâ€™t hesitate to take it. Good luck in your interviews.
About Centurion Consulting Group
Centurion Consulting Group, LLC, a Woman-Owned Small Business headquartered in Herndon, VA conveniently located near Washington D.C., is a national IT Services consulting firm servicing the public and private sector by delivering relevant solutions for our clientâ€™s complex business and technology challenges. Our leadership team has over 40 years of combined experience, to include almost 10 years of direct business partnership, to the IT staffing, federal contracting, and professional services industries. Centurionâ€™s leaders have the demonstrated experience over the past three decades in partnering with over 10,000 consultants and hundreds of clients â€“ from Fortune 100 to Inc. 5000 firms â€“ in multiple industries to include banking, education, federal, financial, healthcare, hospitality, insurance, non-profit, state and local, technology, and telecommunications. www.centurioncg.com