What’s the ultimate goal of an interview?

If you ask that question to a dozen hiring managers, you’ll most likely get a dozen different answers. Not to say they would be wrong answers, but the answers probably wouldn’t fully capture the broader picture.

The primary purpose of an interview is to find out whether the Nearshore software development team has the skills to fill any knowledge or talent gaps in your organization. Naturally, you’re seeking someone reliable who delivers on time and ultimately who can get the job done. Bonus points if it’s enjoyable to work with them and they make your life easier. 

But what about hiring a team that genuinely enhances your company’s vision? For that, what you’re really asking is:

  • How much do they really care?
  • Are they here just for the paycheck?
  • How well do they fit with your organization’s culture?
  • Do they ask great questions?
  • Do they deliver ahead of schedule?
  • Are they problem-solvers or problem-creators?
  • Do they just have the skills to pull this off? Or to create something bigger and better than you dreamed?

Everything else is commentary. A means to an end so you can dance around the answers to the questions outlined above. As the interviewer, it’s your job to cut through the time-wasters and “great” interviewers to find a team that fits your vision of the perfect development partner.

Here are seven important questions to make your job a tad bit easier:

  1. What are you excited about right now?

A go-to question for all interviewees since it helps you build rapport with what could be a long-term partner. The simple question gives you a sneak peek into their life, allows you to build a personal connection, and shows you their level of enthusiasm. Energy and enthusiasm in a developer will keep the project on track and lift up those around them when they hit a snag in the project.

  1. What sets you apart from other developers? 

There’s no room for modesty or being humble in an interview. Get straight to the point and ask them about their strengths.

  1. Can you explain _______ in plain English to a tech novice?

Insert any technical concept you wish into the blank space above (preferably something you yourself understand) and see how they do breaking it down to the simplest form. Clear communication with non-techie colleagues on your sales, marketing, and executive teams is a critical component to consider when hiring a nearshore software development team.

  1. Tell me about a situation where you developed a feature, and once delivered, the customer said it wasn’t what they wanted. Where do you believe the disconnect was, and what did you learn from that experience?

Building a cohesive working relationship can be a trial and error process. You’re looking for someone who easily pivots and asks excellent questions to avoid miscommunications.

  1. Tell me about a situation where you made a mistake on the job and how you fixed it. 

Everyone will make mistakes, and what you’re looking for here is if they are capable of recognizing their own flaws and work proactively to resolve them. If they say they don’t make mistakes, you’ve got a nice big red flag on your hands.

  1. How do you prioritize work?

Aligning priorities early on with new developers is critical to maximizing productivity. Ideally, you’ll have weekly meetings to lay out a plan for the week, but they should be checking email, Slack, etc. every morning to see if any urgent fixes or work has popped up.

  1. What questions do you have for my team?

It’s imperative that you end the interview a bit early so they can rattle off a few questions to you. Many interviewers glaze over this part, but this is really where you get to see a glimpse of their work ethic. The quality of questions they ask will let you know how much research they’ve down, how much prep work, and how invested they are in joining your team.

Wrapping Up

Building an effective software development team doesn’t have to end when the interview’s over. Consider hiring the developers for a small project to see how they perform and how well they mesh with your team. That way, you both get some real-world experience working with each other. You’ll find doing so makes the decision process infinitely easier.

What other questions do you ask when hiring a Nearshore software development team?