It’s that time of year again when you’re back on the job market and ready to start looking for new prospects. You’ve scouted opportunities through your own networks and combed through several job boards in search of front-end developer positions.
When you answer the phone, you hear a recruitment consultant asking for a few minutes of your time. Continue reading if you’re unsure what to expect, what typical front-end developer interview questions might be, and how to ace your next interview!
Contacting the appropriate recruiters
Let us set aside our personal opinions about the recruitment industry for a moment. It all comes down to connecting with the right recruiters. The correct ones can open doors to roles that you would not ordinarily have access to. They will also benefit from a large network and will connect you with anyone looking for your specific skill set, even if the company in question is not recruiting.
The right recruiters will identify your abilities and collaborate with you on an equal basis to help you land your next job.
Recruiters spend a significant amount of time studying the purpose and function of the post in question while looking for candidates for a vacancy. They ensure that they are well-versed in both technical and general areas relating to the role. These could include:
- the current development projects being worked on;
- the development methodologies, programming languages, and technologies used;
- plans that the company in question has for the next 12 months;
- the organizational set up within the company;
- the culture within the workplace;
- the benefits and remunerations one would receive, so on and so forth.
They will also be able to supply general corporate information such as:
- its distinct selling characteristics;
- what distinguishes them;
- why other employees enjoy working there.
In summary, a good recruiting specialist will not recommend you for a position that they do not fully understand. The inverse is also true in this case. A recruiter will not recommend you to a client until they understand your skillset and what you bring to the table. As a result, you must be prepared to be interrogated.
Common interview questions for front-end developers
Recruiters will chat with you at least three times before considering forwarding your CV to their clients. Let’s look at some of the front-end developer interview questions that might be asked at this stage:
#1 Situational Call
This call will last 10-15 minutes and will only be used to understand your current circumstances, a brief description of what you’re looking for, and your unique search parameters. This information will then be utilized to determine which positions are appropriate for you. Examples of questions include:=
- What is your current situation, job-wise?
- When does your contract end (if applicable)?
- What is your current salary/day rate? (This is asked to measure against the next question. If, for example, your day rate was £200 in your last role and your expected rate in the next role has risen significantly, the recruiter would want to know what exactly has changed and why)
- What is the minimum salary/day rate that you’re looking for?
- Why are you looking to leave your current role?
- What did you enjoy about your last role?
- What is your realistic maximum commute time?
- Will you relocate?
#2 Telephone Interview
The front-end developer will subsequently be interviewed over the phone for 30 minutes. The goal is for you to understand your function, your degree of experience, and what you can and cannot do. This interview may include the following topics:
- What are your responsibilities on a day-to-day basis in your current role?
- Why are you looking to leave your current role?
- What do you like about your current role?
- What parts of your current role, if you had a choice, would you not want to do in your next role?
- If I asked your employer, what would they say was the best development project that you’ve completed while at the company? Why would they say that?
- What web standards are you familiar with?
- What development software do you generally use? (This is to understand if you can code or if you’re using tools)
- How do you generally test projects? Do you test it alone or do you use a team of testers? What testing tools were used?
- What are your favorite development tools and why?
- What’s your favorite development language and why? What other features (if any) do you wish you could add to this language?
- What web browsers do you use?
- Are there any industry sites and blogs that you read on a regular basis?
All of these front-end developer interview questions will be based on what the recruiter is looking for. For example, if they were searching for a web developer who could test their own work, but the applicant they’re interviewing has had a team of developers do it for them for the previous 5 years, they’re definitely not the appropriate fit for the organization.
Following the interview, the recruiter will request a portfolio of your work. If everything has gone well up to this point, they may go to the next step and invite you to a meeting.
#3 Competency-based behavioral interview
This method gives the recruiter a clear picture of your duties and skills, as well as how they connect not only with what the client is looking for but also with what you are seeking.
If the customer decides not to interview you, the recruiter may be able to overcome their objections and earn you an interview because they now have a better understanding of you than just what is on your CV.
- Was there ever a situation where you disagreed with the client or company about the direction they were taking a project in? If yes, how did you handle it?
- Was there ever a situation when something you developed was not delivered as intended? Do you know why it happened? How did you react? What did you learn?
- Have you worked on projects where you had to liaise with third-party vendors to develop and integrate API?
- Was there ever a situation where you had to get people to work together?
These inquiries are intended to be uncomfortable and to elicit specifics. For example, if a client is seeking a Senior Developer whose responsibilities include team leadership, these questions will assist the recruiter to determine whether you’re a good fit.
#4 Using the STAR method
If you’re not sure how to answer competency-based questions, you can use a strategy known as the STAR interview method. This abbreviation stands for Situation, Task, Action, and Result and is particularly useful in responding to behavioral-related inquiries.
To begin, consider an example on which to build your response. Before you walk in for your interview, it’s always a good idea to have a few specific anecdotes in mind. After you’ve established your example, you should describe the situation. Describe the problem you were dealing with or the task you needed to achieve. Remember to be specific and only concentrate on what is relevant.
Next, emphasize your participation and responsibilities in the aforementioned situation. Make it a point to explain exactly how you were involved and what aim you were attempting to achieve.
Then you’ll want to go on to the STAR method’s action section. This is informing the interviewer exactly what steps you took to complete the task at hand or overcome the challenge.
The final stage in this strategy is to display to the interviewer the outcome of your labor. Describe fully the outcomes of your actions and how your participation contributed to their achievement.
We hope this aids you in future interviews. Please share your experience in the comments section below!
Source: Freelancers Map
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