Intro to Web Developer Interview Process With Questions:

Web Developer Interview Process With Questions

This Process Street Web Developer Interview Process With Questions is engineered to guide a manager through a three-stage interview process for hiring a web developer for your company.

This template is developed to be part of a larger recruitment process outlined in How to Conduct an Interview: A Full Hiring Process With 11 Premade Interview Processes.

The process works as follows:

  • Applicants are sent an application process to fill out via a checklist run link: Job Application Form
  • The information from this application process feeds back into the interview process which is triggered on submission by Zapier.
  • The hiring manager screens the application and arranges the first interview if the candidate appears qualified for the role
  • The information gathered in the interview process for the successful candidate is then fed back into the recruitment process to help with onboarding

Throughout this checklist, conditional logic is used to present differing next steps depending on the information entered into the template. 

For example, in task 3 Review the candidate's application if the manager decides the candidate is not sufficiently qualified the next task would be Inform the candidate they were unsuccessful. If the manager decides the candidate is qualified for the role the next task would be Run a screening interview

Within this checklist, there will be form fields where information can be recorded. This information, and information from the initial application process, can be pulled into text boxes in relevant sections to display important context to the interviewer. 

Throughout the template, you will find example questions which might be asked of a candidate applying to be a web developer. The template can be edited to add custom questions and additional steps to the process if you need them. 

Enter checklist details

Use this section to enter the details of the candidate and of the checklist being run.

If you're using the full application process outlined in How to Conduct an Interview: A Full Hiring Process With 11 Premade Interview Processes then the candidate details will be pulled from the prospective hire's application process and recorded in hidden fields in this task. 

The data in these hidden fields should be shown in this text box through the use of variables. Other information from the candidate's application process will be shown in relevant sections throughout the checklist.

Candidate name: {{form.Candidate_name}}

Date of application: {{form.Date_of_submission}}

Role applied for: {{form.Role_applying_for}}

Email address: {{form.Candidate_email_address}}

Phone number: {{form.Candidate_phone_number}}

Full address: {{form.Candidate_full_address}}

Social security number: {{form.Candidate_social_security_number}}

US working eligibility: {{form.Candidate_US_eligibility}}

Felony history: {{form.Candidate_felony_conviction}}

Enter any other pertinent information into the form fields below.

Review the candidate's application

Use the information from the candidate's application to assess whether they should be given a screening interview. 

Use the form field to determine the next stage. 

You can find the candidate's information below the drop-down

The candidate's answers are automatically pulled from the Job Application Form checklist which was sent to the candidate.

The role applying for:

{{form.Role_applying_for}}

Relevant experience 1:

{{form.Relevant_experience_1}}

Relevant experience 2:

{{form.Relevant_experience_2}}

Relevant experience 3:

{{form.Relevant_experience_3}}

Achievement 1:

{{form.Achievement_1}}

Achievement 2:

{{form.Achievement_2}}

Achievement 3:

{{form.Achievement_3}}

What elements do you believe create a strong team environment?:

{{form.Teamwork_1}}

What task have you undertaken where teamwork played a large role?:

{{form.Teamwork_2}}

Can you provide an example of how you have managed conflict in the workplace?:

{{form.Teamwork_3}}

Tell us about a time in the past where you provided leadership to a team:

{{form.Teamwork_4}}

Why did you want the role:

{{form.Reason_to_work_here}}

Expand on the answer:

{{form.Reason_to_work_explanation}}

What would your autobiography be called?:

{{form.Silly_Q_1}}

If you could steal credit for any art, music, film, or literature what piece would it be?:

{{form.Silly_Q_2}}

Is tea or coffee a better office beverage?:

{{form.Silly_Q_3}}

Describe the emotions you feel when playing a game of monopoly:

{{form.Silly_Q_4}}

Everyone has a good app idea. What’s yours?:

{{form.Silly_Q_5}}

Contact availability:

{{form.Contact_availability}}

Run a screening interview

Typically, a screening interview is run to verify the information gained in the application process and to get a general sense of the candidate you are interviewing. 

This interview is where you'll aim to pick up on any big reasons why you wouldn't hire this person. 

A screening interview could be done by phone or in person. Often screening interviews are done over the phone to avoiding wasting resources in the early stages of the recruitment process. 

You can use the form fields provided to record your information.

Consider whether the candidate continues

Use the drop-down field to record whether or not the candidate will advance to the next stage of the interview process. 

Interview the candidate for the role

This is your opportunity to figure out what the candidate does and doesn't know. You can use this stage to understand the competency of your prospective new employee.

The questions given in this section are related to a developer's experience, methodologies, and working preferences. However, if you know that your developer requires a specific skill set then you can add extra questions into this section to address the technical details. 

Use the form fields to record the candidate's answers. 

Decide whether the candidate has the necessary expertise

Use the drop-down to record whether the candidate will progress to the next stage.

Perform a team interview

Any candidate who gets to this stage should be able to do the job and do it well. 

In this stage, you can begin to think more closely about which candidate would fit the team and the company culture. 

We've included a number of light questions and encouraged you to conduct this interview with a few members of the current team in order to get their input and to allow the candidate to meet their potential workmates. 

However, you can take the opportunity to ask more specific and technical questions in this section building off the information you have gathered in the previous interviews. 

Use the form fields to record the answers.

Discuss whether the candidate would be a good fit

Review all the materials contained in this checklist and discuss the different candidates. 

Sometimes you know who jumps out at you and other times it's a lot harder. 

Consider how you prioritize the following features of a candidate:

  • Competency in the role
  • Experience in the role
  • Whether they'll fit into the company culture

Use the form field provided for notes.

Ray Dalio, founder and CEO of hedge fund Bridgewater Associates, leaves us with a little suggestion for making a final choice on who you hire. 

Forgive yourself

Making the right choice is a gamble and it's normal for it not to always pay off.  

Make the hiring decision

You can connect this step with our Employee Onboarding Process.

You can use either Zapier or the checklist run link to take important information for HR from this checklist and insert it into the Employee Onboarding Process. 

Use the drop-down field to confirm your hiring decision and the form field below to identify a reason for your decision which will be passed on to the candidate. 

Congratulate the candidate

Use the email widget attached to notify the candidate of their success and let them know you'll follow up with them in due time. 

Inform the candidate they were unsuccessful

It is important to maintain good relationships with other people in life and in work. 

Let the unsuccessful candidate know that they will not be offered the position. If possible, outline some of your reasons for not choosing them for the role. 

You can use the email widget below. 

Sources:

Sign up for a FREE account and
search thousands of checklists in our library.

Sign up for a FREE account and search thousands of checklists in our library.