Sifting through the haystack for the perfect candidate
Verification Methods for DNN Developer Skills
Recruiters use various methods in order to assess the skills of a DNN developer. They can use any way based on the points written in the resume of the candidate, or by doing the technical interview, or by video round. They can take online coding tests from the potential candidates in order to shortlist a few. Here we will discuss all these methods in detail in order to know the tips and tricks for them.
1. Screening by Resume
You can find pretty valuable information about a DNN developer in the resume they have forwarded you. You need to go through all points written in there without getting confused by different DNN terms they have used in the resume. As a technical recruiter, you must have sound knowledge of all the frameworks and modules of DNN and its built-in tools and other resources for getting what you are looking for. For screening out the best developer, you should have the know-how of the same language as the developers.
There are many technologies that make the DNN more valuable, like Azure, different databases like SQL Server, Azure SQL, MySQL, and different frameworks like ASP.NET MVC. There are some common DNN technology names that are used in DotNetNuke development interchangeably. ASP.NET, ASP.NET MVC, and .NET MVC are used for the same technology. Just like that, EF, Entity Framework, ADO.NET Entity Framework is the same. Windows Communication Foundation, WCF, SOA, Service-Oriented Architecture are used interchangeably.
2. Screening through Phone/Video Interview
It is not easy to only rely on the resume of the candidate for DNN, as they can be confusing for you. It is the reason; you need to call the candidate for the phone or video interviews in order to do their assessment. Through the interview, the IT recruiter can better know the candidate and their skills. If they do good, they can be shortlisted for further interviews with the IT experts. For the interview, you need to think about different questions you need to ask the candidate.
The questions you should ask the developers can vary on the basis of the position you are recruiting them for and the specific skills you are looking for in your developer. There are different questions you should ask the developers during the interview call.
- Q1. Which project do you found most interesting while working on that? Tell me why you found that attractive?
This question will give you an idea about how complex projects the candidate has handled and what are their preferences and interests.
- Q2. Can you explain the difference between frameworks A and B?
A clear explanation can make the candidate stand out high on the shortlisting list of the recruiter. So, you will know how much this developer stands in communication as well as in the concepts.
- Q3. I have seen that you have listed a framework X in your resume. How is it a good choice if you think about it so?
By answering this question, the candidate will describe how well they know about a specific framework. And if you will do more digging by saying why not using the Y framework, then you will know how sharp the candidate's decision-making sense is and how well they can defend themselves.
3. Screening by Online Coding Test
The online coding testing system is one of the greatest tools that can help you to screen out the best developers by assessing their skills. It is a more effective way than assessing the DotNetNuke developer by resume or phone interview.
You can use the coding testing method as the primary method, as it totally depends on the approach of the company. It can also be taken along with resume and interviews as there can be a better chance to find the best developer by all these methods. Many companies are moving towards the coding tests as a method for assessing a developer, and it can be helpful in many ways.
First of all, the essential thing DNN developers should have is programming skills. These skills can help you to verify them and make them shortlisted for further procedures. In this method, the recruiters spend their time assessing the test, and they can only interview those that stand well in the tests. It can save up your time as well.