The practice of software development frequently requires complex thoughts to be conveyed from one engineer to another. Transforming a concept into a design, and then a working implementation requires that multiple developers share their ideas in ways that are easily understood.
Each engineer prefers to convey and receive information in a different format. Due to these differences, communication often breaks down. While the communication failures are widely varied and diverse, they often fall into one of the following categories.
Differing audiences require a variety of information and formats. Stakeholders and business partners expect information based on the language and the needs of the customer. Technology-specific jargon simply complicates the conversation. Discussions among engineers often require a deep dive into the minutia of a particular technology or framework. Leader of technology teams require detailed descriptions of problems, project statuses, and updates on technical or product direction.
Engineers must effectively communicate with all audiences. As technology provides development teams with exponentially expanding volumes of information, the ability to filter, distill, decipher, and convey information becomes increasingly important. Those who lack communication skills will be forced to improve, or risk becoming irrelevant or obsolete.
If you had the choice to use technology [A] or technology [B] to solve problem [X], which would you choose? Why? This type of question may be used to demonstrate a candidate’s ability to clearly articulate technical concepts.
Tell me about yourself? This type of question may be used to see how a candidate is able to communicate how their skills and experience relate to the role they applied for.
Interviewer describes a situation they encountered and asks the candidate how they would have responded? This type of question may be asked to see if the candidate is able to empathize with the interviewer. It also may be used as a way to determine a candidate’s propensity for listening or to see if a candidate will ask further clarifying questions before providing an answer.
Attention all leaders of software teams! Are you interested in discovering a consistent framework for evaluating software engineering talent?
The most important responsibility for a leader of a software development team is to hire the right talent. Hiring the right team will make you look good, regardless of whether you have any faults and weakness. However, if you lack the ability to properly assess engineering talent, it is highly likely that you will fail.
This book will help you conduct a complete talent assessment of interviewees without focusing too heavily on a candidate's skills and knowledge and will help you to:
It doesn't matter if you are the best leader in every other way, the universal truth in software engineering is that you can't lead poor talent to do great things!
But with this book you can eliminate having poor talent in the first place and make sure that only the best people work for you. Every time