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Hiring remote developers is never an easy task, but some situations can be especially complicated to handle. One of these situations is noticing a red flag in a coding candidate and not being sure what to do next. It’s common to second guess yourself and decide to let it go, yet sometimes informing those red flags can lead to complete hiring disasters. That’s why it’s better to identify the key tech talent red flags and eliminate the candidate from consideration all together. Keep reading to learn about the 6 red flags to look for in coding candidates!
6 tech talent red flags to watch when hiring developers
Showing up unprepared for the interview.
There’s pretty much no excuse for not doing your research before the interview. Sorry, we don’t make the rules, they’re implied from the beginning. If a candidate shows up to the interview having barely got a clue of the name of the company, how they could improve the organization, details about their products/services, and not having gone through their socials, they clearly don’t want the position as badly as they should. Your company needs people with passion, not developers who show up late and unprepared.
Scattered coding style.
The style of coding of every developer tells a lot about their potential to excel in the position they’re applying to. If their current coding style is sloppy and inconsistent, why would that change once they work for your company? You should always test a developer’s coding skills through a live test or homework assignment at some point during the interview process to avoid missing the man one of the red flags to look for in coding candidates.
Poor listening skills.
Would you want a terrible listener as a member of your team? Someone who can’t follow guidelines, get along with others, or be present during meetings? The answer’s probably no. That’s why you need to be alert for any signs that the candidate is not really paying attention while you speak. Not following your verbal cues, failing to answer detailed questions, and interrupting while the interviewer speaks are all subtle warning signs.
Unwillingness to challenge his own code.
While professional coding ethics are just fine if you want someone who’s only ever able to do what they’re told or what the structure says they should, sometimes you need to onboard someone who thinks outside the box. A strong candidate should be willing to challenge their own code and therefore the logic and work of the rest of their peers. That competitive instinct is what will set apart one candidate from the rest.
Fails to get in touch in a timely manner.
Tardiness can always be excused if there’s a good reason for it, but there's hardly ever a valid reason for turning in an assignment so late. If the candidate fails to respond to your emails about the meeting, I believe the hiring manager should be informed and remove them from the selection process.
Wrong personality for the role or company culture.
This last one might be a bit tough to hear. Still, it’s no news that companies hire individuals with similar values, work practices, and schedules as them. That’s why developers need to be themselves during the entire process, to help avoid any troubles with their personality or identity after on. Make sure you analyze their behavior and surface-level personality while interviewing the candidate to sense how well they could fit with the team.
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