A well-conducted technical interview identifies candidates with the right skills and leaves a positive impression, enhancing the company’s reputation in the competitive tech job market. 

This article provides key strategies to sidestep common interview pitfalls and create a successful technical interview process to help you secure your top talent. Let’s dive in.

1. Prepare Thoroughly

Understand the Role

Before diving into interviews, it’s crucial to thoroughly understand the job requirements and key skills. This involves collaborating with the hiring team to define the essential skills and experiences required for the role. For example, if hiring a back-end developer, understand the specific programming languages, frameworks, and tools necessary for the job. Referencing an internal or third-party skills taxonomy can help with understanding the key skills for a role.

Prepare Relevant Questions

Create a mix of theoretical questions, coding challenges, and real-world problem-solving scenarios. Theoretical questions help assess the candidate’s foundational knowledge while coding challenges and real-world problems evaluate their practical skills and ability to apply their knowledge in real situations.

2. Create a Comfortable Environment

Set the Tone

Making candidates feel at ease from the beginning can significantly improve their performance. Start with a brief introduction about the company, the role, and what to expect during the interview. This helps set a positive tone and reduces initial anxiety. 

Minimize Stress

Interviews can be stressful, so it’s essential to minimize unnecessary pressure. Allow candidates to take short breaks and be patient during the interview. Use a conversational tone rather than a high-pressure interrogation style.

Provide Clear Instructions

Give clear and concise instructions for each part of the interview. Whether it’s a coding task or a system design question, ensure the candidate understands what is expected of them. Clear instructions help candidates focus on showcasing their skills rather than deciphering the question.

3. Focus on Problem-Solving Skills

Real-World Problems

Use technical problems that reflect real-world challenges the candidate will face on the job. This will test their problem-solving skills and give them a glimpse into the kind of work they will be doing. This approach will also serve   For example, instead of abstract algorithmic problems, use scenarios that involve debugging a piece of code or designing a small system.

Understand Their Approach

Evaluate the candidate’s approach to problem-solving rather than just the final solution. Observe how they break down the problem, their thought process, and their ability to adapt if they hit a roadblock. This provides insight into their analytical and critical thinking skills.

Interactive Problem-Solving

Incorporate pair programming or collaborative problem-solving sessions to observe teamwork and communication skills. This can be particularly effective in assessing how well a candidate will integrate with your existing team and handle collaborative projects.

Ask System Design Questions

The ability to architect engineering systems is a key skill for many technical roles. As such, system design questions are crucial for evaluating candidates’ ability to architect solutions. Ask candidates to design a system or component relevant to your business needs, such as a scalable web application or a microservices architecture. This assesses their high-level thinking and ability to handle complex projects.

4. Assess Soft Skills

Communication Skills

Evaluate how well the candidate communicates complex technical concepts. Good communication skills are essential for collaboration, especially in roles that require interaction with non-technical stakeholders. Look for clarity, coherence, and the ability to explain their thought process effectively.

Team Collaboration

Assess the candidate’s ability to work effectively within a team. This can be done through behavioral questions that explore their past experiences and observe their interaction during collaborative tasks. Teamwork is crucial for a harmonious and productive work environment.

5. Provide Constructive Feedback

Timely Feedback

Provide prompt feedback after the interview. Candidates appreciate timely responses, as they show respect for their time and effort. Whether they move forward in the process or not, timely feedback maintains a positive candidate experience. This is key, as a report by IBM found that a positive Experience makes candidates 38% more likely to accept an offer.

Specific and Actionable

Give specific and actionable feedback, highlighting both strengths and areas for improvement. Constructive feedback helps candidates understand their performance and how to improve, fostering a positive relationship even if they aren’t selected.

6. Continuously Improve the Process

Solicit Candidate Feedback

Gather feedback from candidates about their interview experience. This can provide valuable insights into what works well and what needs improvement. Use surveys or follow-up calls to collect this feedback.

Review and Iterate

Regularly review and iterate on the interview process based on feedback and outcomes. Identify patterns in candidate performance and feedback to make data-driven improvements. This continuous improvement approach ensures your interview process remains effective and competitive.

Train Interviewers

Ensure interviewers receive continuous training to stay up-to-date with best practices and techniques. Provide workshops or resources on effective interviewing skills, unconscious bias, and the latest industry trends. Well-trained interviewers are crucial for maintaining a high-quality interview process.

Conclusion

A successful technical interview hinges on thorough preparation and clear communication. Candidates value companies that respect their time and expertise. Tech companies can build a strong reputation and network by going beyond standard Q&A sessions to assess soft and technical skills, offering constructive feedback, and continually refining their interview processes.

The post How to Conduct a Good Technical Interview appeared first on HackerRank Blog.

Creating a developer-friendly interview process is crucial for attracting top talent and building a strong engineering team. In an industry where skilled developers are in high demand, a well-designed interview process can make all the difference. This blog will guide you through the steps to create an interview experience that is both effective in assessing candidates’ technical abilities and respectful of their time and effort.

1. Understand the Developer Mindset

Technically Challenging and Relevant Tasks

Developers thrive on solving complex problems that mirror real-world scenarios they would encounter in the role. Avoid generic puzzles or abstract problems that do not reflect the actual work. Instead, design interview tasks that are challenging and directly relevant to the job. Use coding challenges and projects that demonstrate the kind of work they will be doing. This approach engages developers and provides a realistic preview of the job.

Respect for Time and Expertise

Demonstrate respect for candidates’ time and expertise by streamlining the interview process. Clearly define each stage, provide detailed instructions, and ensure interviews start and end on time. Recognize their expertise by asking insightful questions that reflect their experience and knowledge rather than trivial or overly simplistic problems. 

Remember, if a developer is interviewing with you, they are probably interviewing with other companies. Their time is valuable, and top talent won’t stick around if the interview process is confusing.

Motivations and Career Goals

Understanding developers’ common motivations and career goals is key to crafting an appealing interview process. Many developers prioritize learning opportunities, career growth, and work-life balance. Highlight how your company supports continuous learning and professional development. 

Showcase any mentorship programs, access to new technologies, and opportunities for career advancement. Additionally, emphasize your company’s commitment to work-life balance through flexible working hours, remote work options, and other relevant policies.

2. Craft Relevant Technical Assessments

Real-World Problems

To create a meaningful assessment, use coding challenges and projects that reflect the actual job responsibilities. This approach allows candidates to demonstrate their skills in a context that mirrors their day-to-day work. For example, if the role involves backend development, provide a task that requires designing and implementing a database solution.

Open-Ended Tasks

Open-ended problems enable candidates to showcase their creativity and problem-solving skills. These tasks should have multiple potential solutions, allowing candidates to choose their approach. This not only assesses their technical abilities but also their critical thinking and innovation.

Practical Tools and Environments

Using familiar tools and environments can significantly enhance candidate comfort and performance. If possible, allow candidates to use their preferred IDEs, programming languages, and frameworks during the assessment. This approach reduces unnecessary stress and enables them to perform at their best.

3. Incorporate Collaborative Elements

Pair Programming Sessions

Pair programming sessions are an excellent way to assess teamwork and problem-solving skills. During these sessions, a candidate works alongside a current team member to solve a coding problem. This setup not only evaluates their technical skills but also their ability to communicate and collaborate effectively.

Team-Based Challenges

Including team-based tasks in the interview process can provide insights into candidates’ collaboration and communication abilities. These challenges mimic real work scenarios where developers often need to work together to achieve a common goal. It also helps candidates experience team dynamics and work culture.

Peer Interviews

Involving current developers in the interview process can provide valuable perspectives. Peer interviews allow candidates to interact with potential colleagues and gain insights into the team’s work style and culture. This approach also helps current employees feel involved in the hiring process and ensures a good cultural fit.

4. Ensure Transparency and Clarity

Clear Expectations

Provide detailed information about what candidates can expect during each interview stage. This includes the types of questions, the format of technical assessments, and the overall process. Clear communication helps reduce anxiety and allows candidates to prepare adequately.

Structured Process

Outline a clear, structured interview process to minimize uncertainty. Each stage should have a specific purpose and flow logically into the next. A well-defined process not only makes the experience smoother for candidates but also reflects well on your company’s organization and professionalism.

Timely Feedback

Prompt and constructive feedback is crucial. Candidates invest significant time and effort in the interview process, and timely feedback shows respect for their investment. It also provides valuable insights for candidates to improve their skills, whether they get the job or not.

5. Create a Comfortable Environment

Friendly Atmosphere

A welcoming and non-intimidating interview environment can significantly impact candidate performance. Greet candidates warmly, offer refreshments, and ensure a comfortable setting. A positive first impression sets the tone for the rest of the interview.

Adequate Preparation

Offer resources and information to help candidates prepare for interviews. This could include practice coding challenges, an overview of the interview process, and tips for success. Providing this support demonstrates your commitment to helping candidates succeed.

Candidate Support

Throughout the interview process, promptly address any questions or concerns candidates may have. Assign a point of contact who can provide guidance and support. This level of attentiveness can make a significant difference in how candidates perceive your company.

6. Highlight Company Culture and Values

Cultural Fit

Demonstrating your company culture and values during the interview process is essential. Share stories and examples that reflect your workplace environment and ethos. This helps candidates determine if they would be a good fit and feel more connected to your company.

Interactive Sessions

Organize interactive sessions where candidates can meet potential colleagues and leadership. These interactions allow candidates to get a feel for the team dynamics and company culture firsthand. It also provides an opportunity for candidates to ask questions and learn more about the company.

Showcase Benefits and Opportunities

To attract candidates, highlight the growth opportunities, benefits, and work environment. Emphasize aspects such as career development programs, health benefits, flexible working conditions, and any unique perks your company offers. A comprehensive overview of the benefits can significantly influence a candidate’s decision to join your company.

Key Takeaway

Creating a developer-friendly interview process is a strategic investment that can yield substantial returns in attracting and retaining top talent. Implementing these strategies will help improve your hiring process and position your company as a leader in competitive tech hiring.

The post How to Create a Developer-Friendly Interview Process appeared first on HackerRank Blog.

The questions you ask software engineers in a technical interview have a huge impact on hiring outcomes. So much so, that 34% of engineers and developers consider the quality of interview questions to be the number one factor in whether or not they accept a job offer. The relevance of the questions is also key, as 32% of engineers and developers reported this as the first thing they notice about a company during an interview.

So what types of questions should you ask when interviewing a software engineer?

We’ve compiled a list of practical interview questions covering four key software engineering skills: system design, programming, database management, and non-technical problem solving. To create a question strategy for your upcoming interview, select some of the following problems that directly assess the skills you’re hiring for.

System Design Questions

A system design question challenges candidates to design a back-end system, often on a physical or virtual whiteboard. By their nature, system design questions are broad, open-ended questions with a variety of possible answers. Candidates should verbally explain their solution and thought process as they develop their answer, considering factors such as scalability, storage, and reliability. System design questions are more commonly found in hiring processes for senior-level roles, though engineers of other experience levels might also encounter this type of question.

Design a ride-sharing service

Design a ride-sharing service that enables users to request rides through an app. The system should account for workflows for both passengers and drivers.

Components to consider:

• Payment processing
• Encryption and storage of payment methods
• Push notifications and in-app messaging
• Databases to manage user and driver data
• Data privacy and encryption
• GPS and mapping technology
• User reviews and score aggregation
• Data tracking to identify patterns and spikes in activity
• Image hosting system

Design a simple social media application

Designing a social media application is a common system design question that tests the candidate’s ability to plan out the structure of a wide range of technologies. Databases, media hosting, and algorithms are just a few of the topics they’ll need to cover to successfully answer this question.

Components to consider:

• Ranking algorithms
• Databases to manage user data (SQL, MySQL)
• Privacy controls
• Engagement features (following, liking, commenting, sharing)
• Hosting of user generated content (images, video, gifs)
• Database schema

Design a video streaming service

Design a video streaming service that allows users to view and search videos. The service should also enable internal teams to upload content through the back end. The service needs to be highly scalable, supporting large numbers of users on the platform. The application should also be able to upload, store, edit, and transmit large data files.

Components to consider:

• Databases to manage user data (SQL, MySQL)
• Video and image hosting system
• Privacy controls and age restrictions
• Engagement features (following, liking, commenting, sharing)
• Recording data about video performance
• Ranking and recommendation algorithm
• Push notifications and announcements
• Video player functionality

Design a URL shortening service

Design a URL shortening service that returns a short and unique URL when a user enters a long URL. Applications such TinyURL and bit.ly are examples of this service. However, many other technology companies, such as YouTube, also have their own URL shortening services built into their functionalities.

Components to consider:

• Generating a unique and short URL
• Scalability to handle thousands of requests
• Functionality to redirect from the short link to the original
• Support for custom URLs
• Analytics and tracking of clicks
• High availability and uptime

Design a file-storing and sharing service

Design a file hosting service that enables users to upload, store, edit, download, share, and delete files. The service should provide synchronization across various devices. Examples of this service include Dropbox and Google Drive.

Components to consider:

• ​File management functionality (upload, view, download)
• Automatic synchronization between devices
• ACID properties on database transactions
• File sharing and permission tracking
• Search functionality to locate files
• Storage of large files

Language-Specific Programming Questions

Most coding questions aren’t specific to a particular programming language, allowing a programmer to write code in their language of choice. However, some coding interviews will have questions that test a specific language required by the role.

C

Write a function int max_of_four(int a, int b, int c, int d) which reads four arguments and returns the greatest of them. There is not a built-in max function in C. Code that will be reused is often put in a separate function, e.g. int max(x, y) that returns the greater of the two values. Input will contain four integers – a, b, c, d – one on each line. Note: I/O will be automatically handled.

Java

Given an integer, n, perform the following conditional actions:

If n is odd, print Weird

If n is even and in the inclusive range of 2 to 5, print Not Weird

If n is even and in the inclusive range of 6 to 20, print Weird

If n is even and greater than 20, print Not Weird

Input format: a single line containing a positive integer n. Constraints: 1 <= n <= 100.

Ruby

A hacker practices on HackerRank until getting to a rating of O(1) read as (Oh-one). Call the method coder.practice until coder.oh_one? becomes true. Use the until control structure. until is the logical equivalent of while not. This challenge has a one-line answer.

Database Management Questions

Below are examples of the kinds of database problems a software engineer might face during a technical interview. These questions all test SQL and relational database skills.

Print Prime Numbers

View Problem

Write a query to print all prime numbers less than or equal to 1000. Print your result on a single line, and use the ampersand (&) character as your separator (instead of a space).

For example, the output for all prime numbers <= 10 would be:

2&3&5&7

New Companies

View Problem

Amber’s conglomerate corporation just acquired some new companies. Each of the companies follows this hierarchy: Founder → Lead Manager → Senior Manager → Manager → Employee

Given the table schemas below, write a query to print the company_code, founder name, total number of lead managers, total number of senior managers, total number of managers, and total number of employees. Order your output by ascending company_code.

The tables may contain duplicate records. The company_code is string, so the sorting should not be numeric. For example, if the company_codes are C_1, C_2, and C_10, then the ascending company_codes will be C_1, C_10, and C_2.

Weather Observation Station

View Problem

Consider P1(a,b) and P2(c,d)  to be two points on a 2D plane.

• a happens to equal the minimum value in Northern Latitude (LAT_N in STATION).
• b happens to equal the minimum value in Western Longitude (LONG_W in STATION).
• c happens to equal the maximum value in Northern Latitude (LAT_N in STATION).
• d happens to equal the maximum value in Western Longitude (LONG_W in STATION).

Query the Manhattan Distance between points P1 and P2 and round it to a scale of 4 decimal places.

The STATION table is described as follows:

where LAT_N is the northern latitude and LONG_W is the western longitude.

Non-Technical Problem-Solving Interview Questions 

Technical skills aren’t the only competency required for engineering. Software engineers solve complex challenges, collaborate with other engineers, and communicate with non-technical stakeholders. To succeed in an engineering role, new hires need to have strong problem solving skills that go beyond the technical realm. Teams looking to hire well-rounded engineers should ask questions that test non-technical problem solving skills, including brainstorming, resource planning, and conflict resolution.

Given the problem of selecting a new tool to invest in, where and how would you begin this task? 

Key Insight: This question offers insight into the candidate’s research skills. Ideally, they would begin by identifying the problem, interviewing stakeholders, gathering insights from the team, and researching what tools exist to best solve for the team’s challenges and goals. 

Have you ever recognized a potential problem and addressed it before it occurred? 

Key Insight: Prevention is often better than cure. The ability to recognize a problem before it occurs takes intuition and an understanding of business needs. 

Tell me about a time you used a unique problem-solving approach. 

Key Insight: Creativity can manifest in many ways, including original or novel ways to tackle a problem. Methods like the 10X approach and reverse brainstorming are a couple of unique approaches to problem solving.

The post 14 Interview Questions to Ask a Software Engineer appeared first on HackerRank Blog.

The processes companies use to hire developers have huge implications for their ability to build high performing teams. But what do developers think of employers’ hiring processes? And are they happy with the current state of affairs?

To answer these questions, we took to our community of developers on LinkedIn to get their opinions, and created an ebook highlighting the key takeaways. 

From interview prep and employer communication to the factors that influence their decision to accept an offer, the developers shared their thoughts on all things technical hiring. And, if we’re being honest, their answers surprised us.

75% of Developers Think Technical Interviews Are Broken

One of the most shocking findings of our survey was the generally negative sentiment developers have about the current state of technical interviews. One of the polls we conducted asked developers whether or not they thought that technical interviews are broken.

It turns out that the answer is yes, overwhelmingly so. Some 57% of respondents agreed that technical interviews are broken, and 18% strongly agreed. The reasons for this sentiment are many, and include irrelevant interview questions, inadequate time limits, and the use of outdated interview tech.

If you’re an employer, this statistic might scare you. For every four candidates you interview, three will be frustrated with your hiring process. This is an urgent problem, because developer dissatisfaction with technical interviews has a direct impact on hiring outcomes. 

Unhappy Developers Lead to Unaccepted Offers

In another poll we conducted, 34% of developers reported that the quality of interview questions impacted their decision to accept a job offer. And another 26% of developers identified candidate experience as the main factor influencing their decision to accept a job offer. 

Indeed, a developer’s experience during the hiring process has a real impact on their decision to accept a job offer. Fortunately, developers identified a number of changes they’d like to see in how the tech industry interviews.

Key Takeaways

Embrace Shorter Interviews

92% of developers think technical interviews should be one hour or less. Of that 92%, half think interviews should be one hour. The other half (46% of total) think interviews should only be 30 minutes.

That’s far shorter than current industry standards. But when more than nine in 10 developers agree on something, it’s worth listening. 

Embrace shorter interviews. Your candidates—and likely your interviewers—will appreciate it.

More Real-World Questions

When it comes to improving technical interviews, 65% of developers said they wanted more real-world questions.

While algorithmic-style challenges have been a staple of technical interviews for some time, there is growing frustration with this format among candidates. 

Consider posing real-world technical challenges instead. Not only will you better deliver on developer preferences, but you’ll also enable your hiring team to evaluate the skills a candidate actually needs on the job. 

But asking the right questions doesn’t just help your team identify candidates with the right skills. 34% of developers said the quality of interview questions impacts their decision to accept a job offer. 

A Future Driven by Real-World Skills

Developers aren’t happy with the current way the tech industry conducts coding interviews. However, their responses also indicated strategies that employers can use to build more effective and equitable hiring processes.

To learn more about these developer-sourced interviewing strategies, check out our ebook: 5 Changes Developers Want to See in Your Hiring Process.

The post 5 Changes Developers Want to See in Your Interview Process appeared first on HackerRank Blog.

Every metric we have indicates that diversity, equity, and inclusion initiatives in the tech industry are in a state of crisis.

Women, people of color, and LGBTQ+ employees have had the hardest time adapting to the new remote-first workplace. And the workforce participation rate of women in November 2021 hit its lowest point in over three decades.

If organizations don’t act quickly, decades of work and progress toward a more equitable workforce will be lost.

In this post, we break down how organizations can advance their DEI goals and build hiring processes that are fair, equitable, and inclusive.

DEI & Talent Pipelines in Tech Hiring

The differences between the participation rates of men and women in STEM careers are well-documented. Between 1970 and 1984, the percentage of computer science degrees earned by women rose from 14 to 37 percent. Currently, however, women make up only 18 percent of computer science graduates. 

By looking at demographic data for technical roles, we can see this disparity in education translating into a disparity in workforce participation. In the United States, women account for only 22 percent of software engineers, 21.8 percent of web developers, and 20.4 percent of data scientists. 

The state of affairs is similar along racial lines. Despite making up 13.9 percent of the U.S. population, only 4.9 percent of software engineers identify as Black or African American. The same is true for Hispanic and Latino engineers, who hold just 6.9 percent of software engineering roles in the U.S., despite making up 18.9 percent of the U.S. population.

The reasons behind these STEM participation rates are complex and far-reaching – and far more than one blog post can cover. But one way innovative organizations are making progress with their DEI initiatives is by reassessing how their hiring processes support or hinder workforce participation of underrepresented groups.

Technical Interviews Are the Standard. But Are They Broken?

The technical interview, sometimes called the coding interview, is the process of evaluating candidates through interviews that place an emphasis on technical skills. 

During the process, hiring managers and recruiters rely on individual assignments, often referred to as coding questions or challenges, to score a candidate’s proficiency in key skills. 

In theory, the purpose of technical interviews is to evaluate whether an applicant can code, work in a team environment, and communicate their ideas effectively. However, the way that technical interviews are often conducted significantly limits their ability to measure these skills. 

Gaps in the process may also open the door for factors other than one’s ability to code, cooperate, and communicate to influence an applicant’s performance in the interview.

The processes companies use to interview developers have huge implications for their ability to build effective teams and attract great talent. And the careers of developers rely on the opportunity to demonstrate their skills in a fair, effective interview process. 

Technical Interview Flaws

In a survey we conducted of over 5,000 developers, 75% agreed that technical interviews are broken. Their main complaint? The disconnect between the competencies tested in a technical interview and the actual skills a developer needs to perform the job at hand.

There are two key features of typical technical interviews that create a disconnect with the actual work of software developers.

First, tasks in whiteboard-style interviews tend to focus on algorithms, data structures, and other topics taught in university computer science courses. A frequent criticism by applicants is that technical interview questions like these seem to have little relevance to the jobs for which they are applying. 

Second, most technical interviews are intimidating and stressful. They require applicants to simultaneously understand and solve a problem, write code on a whiteboard, and describe their approach and logic to an interviewer. As a result, the quality of an applicant’s performance may be more of a reflection of their ability to withstand stress and anxiety than their ability to code, communicate, and work effectively with others. And the type of stress tolerance needed to succeed in the interview may not actually be the type of resilience required on the job. 

How Technical Interviews Affect Women and Underrepresented Groups

The dynamics of technical interviews that we covered don’t just undermine the ability of companies to evaluate desired skills. They can also undermine efforts to create a more diverse technical workforce. Women and traditionally underrepresented groups may be more disadvantaged by the shortcomings of technical interviews described above. This can have the effect of disproportionately eliminating women and minority group members from your pipeline after the technical interview.

A recent study by researchers at North Carolina State University and Microsoft demonstrated just how derailing “think aloud” technical interviews can be. They randomly assigned computer science students to one of two conditions. In the “public” condition, students were asked to “think aloud” while solving a coding problem (using a whiteboard) in the presence of an interviewer. In the “private” condition, students were asked to complete the same challenge, but the interviewer left the room after introducing the problem, allowing students to solve it on the whiteboard in private. 

The study provided a powerful demonstration of the impact of the requirement to “think aloud” while solving a challenging problem:

• Students in the public, “think-aloud”condition were more nervous and experienced greater difficulty when solving the problem. They reported difficulty concentrating as well as “thinking and writing” on the whiteboard at the same time. They earned significantly lower scores on their solutions, and 61% of them failed the task.
• In the private condition, students reported less stress and generally felt comfortable solving the challenge. Only 36% failed to successfully complete the task
• In the public setting, no women successfully solved the problem, while in the private setting all women solved it successfully.

This study demonstrates that the current interview format that dominates the tech industry privileges candidates with a traditional skill set and education while doing a disservice to developers from underrepresented groups. 

If we take a step back, we can see that technical interviews have a compounding effect on the challenges women, people of color, and other minority groups face:

• Women and people of color are much more likely to suffer from imposter syndrome, making technical whiteboard interviews even more intimidating and stressful, and negatively impacting their performance.
• Technical interviews that emphasize concepts taught in universities tend to create hiring processes that favor candidates who learned computer science in an academic setting – a setting in which women and other minority groups are underrepresented.
• Although bootcamps and coding academies are a key source of diverse talent, they are much less likely to spend time on academic topics like algorithms and data structures. Most of the instructional time is spent on learning how to do the work. Moreover, bootcamps are much less likely to provide students with opportunities to practice technical interviews, which has been shown to be a major contributor to interview success. Both of these dynamics put diverse applicants at a further disadvantage in technical interviews.

How to Make Technical Interviews More Inclusive

Creating a more diverse, equitable, and inclusive tech industry is a long-term project. One that will require the time and talents of countless developers, managers, recruiters, and HR professionals. 

However, that change has to start somewhere. Often, the easiest first step is to build a more equitable and inclusive technical interview process. Here are 14 changes that employers can make today to begin or continue their DEI journeys.

• Focus on problems that reflect tasks candidate’s will have to perform on the job and are similar in terms of difficulty, required skills, and time constraints. 
• Provide a detailed description of the interview process to applicants.
• Give an applicant the opportunity to work on a problem or complete a project before being joined by an interviewer to discuss their approach to the problem.
• Promote a collaborative, problem-solving discussion about a question rather than requiring the applicant to solve the question while thinking aloud. 
• Provide a warm-up exercise that gives the applicant a chance to become familiar with the format, setting, and tools available.
• Allow an applicant to “reset” or start over with a new problem if they are flustered.
• Provide an applicant with an initial shell or outline of a solution to the problem.
• Consider interview formats such as a code review of a structured take-home assignment or a discussion of code the applicant created previously.
• Train interviewers to conduct more inclusive interviews.
• Use standardized problems from a question library.
• Use a standardized rating scale.
• Identify atypical interviewers and provide training to recalibrate them and reinforce interviewer expectations.
• Set a collaborative, two-way tone by encouraging applicants to ask questions or for help. Knowing when to ask for help is actually a good characteristic of an employee.
• Give candidates the benefit of the doubt by conducting multiple interviews.

Some of the ideas we’ve listed above are quick adjustments that any team can make. Other changes, however, will require the building of new hiring processes with modern interviewing best practices and technologies. 

Fortunately, it’s never been easier to access the tools required to do so. Virtual interviewing platforms. Collaborative IDEs. Objective assessments. Question libraries. The evolution of the technical interview is already transforming the tech industry for the better.

The post How to Make Technical Interviews More Inclusive appeared first on HackerRank Blog.

You’ve applied to your dream job. You’ve passed the phone screen and screening test. Now the only thing standing in your way is the coding interview. 

Are you prepared?

Even the most experienced developers can find traditional technical interviews daunting. But many emerging technical interview approaches provide an opportunity to demonstrate your skills in a real-world setting. From coding to algorithms to problem solving, technical interviews done well should test the top skills in your arsenal. 

The Technical Interview: An Overview

Technical interviews are the process of evaluating developers through questions that place an emphasis on technical skills. Hiring teams use individual assignments such as coding questions, projects, or data structure problems to test and score a developer’s proficiency in key skills. 

These interviews gauge a developer’s problem-solving skills and technical proficiency in various programming languages and frameworks. And they also give a glimpse into soft skills — like collaboration or communication style. 

Types of Interview Questions — and How to Prepare for Them

Technical interviews come in many styles and formats. Each type of interview will test different skill sets and require a different approach to succeed. Preparing for a system design question, for example, looks a lot different than preparing for a coding challenge.

Before we dive in, it’s worth noting that there is some overlap between various types of interview questions. Technical interviews often test many skills at the same time, including algorithms, clean code practices, and language proficiency, to name a few examples, and those skills can often be showcased across a number of formats. 

Coding Questions

Coding questions — sometimes called coding challenges — ask developers to write code to find an answer to a problem. Depending on the role and company, coding questions can be language-specific or allow developers to respond in their coding language of choice. Often, these questions are asked directly via an in-browser IDE that provides developers with the tools they need to provide a solution in full. 

While coding questions come in a variety of formats, the strategies for answering them are similar. As you write your code, you’ll be expected to explain your solution to the hiring team. They’ll typically give you real-time feedback on the efficacy, complexity, and accuracy of your solution.

It’s important to keep in mind that a “correct” answer isn’t always enough to pass a coding interview. That’s because the approach also allows hiring teams to assess your technical communication, your code quality, and the efficiency of the solution.

Examples:

• Write a function int max_of_four(int a, int b, int c, int d) which reads four arguments and returns the greatest of them. There is not a built-in max function in C. Code that will be reused is often put in a separate function, e.g. int max(x, y) that returns the greater of the two values. Input will contain four integers – a, b, c, d – one on each line. Note: I/O will be automatically handled. (Language: C)
• A hacker practices on HackerRank until getting to a rating of O(1) read as (Oh-one). Call the method coder.practice until coder.oh_one? becomes true. Use the until control structure. until is the logical equivalent of while not. This challenge has a one-line answer. (Language: Ruby)
• Given an integer, n, perform the following conditional actions (Language: Java):
  • If n is odd, print Weird
  • If n is even and in the inclusive range of 2 to 5, print Not Weird
  • If n is even and in the inclusive range of 6 to 20, print Weird
  • If n is even and greater than 20, print Not Weird
  • Input format: a single line containing a positive integer n. Constraints: 1 <= n <= 100.

Problem Solving

Problem-solving interview questions test a candidate’s ability to, well, solve problems. Many developers associate problem-solving interviews with technical questions such as algorithms and data structures. And while those challenges do test problem-solving skills, a problem-solving interview question can also be non-technical.

Problem-solving interviews aren’t just about getting the right answers. Equally (or even more) important is identifying a problem-solving approach and explaining it to the interviewer. This is especially true for non-technical problems which often have no right answer. Using an answering method can help with structuring your responses and explanations.

Lastly, it’s a good idea to treat every technical interview as an opportunity to showcase your problem-solving skills. Nearly every other question format tests for problem-solving skills, even if the interviewer doesn’t directly say so. Having a strong foundation in problem solving will support your performance in other interviewing moments.

Examples:

• Given the problem of selecting a new tool to invest in, where and how would you begin this task? 
• Have you ever recognized a potential problem and addressed it before it occurred? 
• Tell me about a time you used a unique problem-solving approach. 

Algorithms

Algorithm questions are a type of interview question that, in theory, test a candidate’s coding skills and ability to solve problems with algorithms. However, today’s common technical interview is far from perfect, and a lot of algorithm challenges are too theoretical in nature to fairly assess a developer’s skills. While they are beginning to fall out of favor, some companies still ask academically advanced algorithmic questions, so it’s important to know what to expect.

You should prepare for an algorithm-style interview question by studying fundamental concepts and practicing the types of questions you might face. Some developers feel that many such interview questions can only be solved by having memorized the solution beforehand. Developers who take this approach might spend hours memorizing concepts such as greedy algorithms or Dijkstra. While this doesn’t make for the best overall experience, some developers in line for their dream apply brute force memorization to ace the interview.

Even still, developing a solid understanding of algorithmic concepts will make it easier to develop a sound answering strategy when and if you’re asked a question of this type.

Examples:

• Given an array of integers, find the sum of its elements. For example, if ar = [1, 2, 3], 1 + 2 + 3 = 6. So, return 6.
• Given a square matrix, calculate the absolute difference between the sums of its diagonals. For example, the square matrix ar = [1, 2, 3, 4, 5, 6 , 7, 8, 9], arranged in a 3×3 grid resembling a phone keypad.
• Given a time in 12-hour AM/PM format, convert it to 24-hour military time. 12:00:00AM on a 12-hour clock is 00:00:00 on a 24-hour clock. 12:00:00PM on a 12-hour clock is 12:00:00 on a 24-hour clock. For example, if s = 12:01:00AM, return 00:01:00.

Data Structures

Like algorithm questions, data structure problems are a type of interview question that have begun to fall out of favor in recent years. While data structures are a fundamental computer science concept, they’ve become associated with a needlessly complex approach to technical interviews. But some companies still ask developers to solve data structure challenges in interviews, so it’s worth being prepared.

There are many different types of data structures, including arrays, stacks, queues, linked lists, and trees, to name just a few. Each structure has its own set of properties that you’ll need to master to answer a data structure interview question. 

Examples: 

• Delete the node at a given position in a linked list and return a reference to the head node. The head is at position 0.
• You are given the pointer to the head node of a linked list and an integer to add to the list. Create a new node with the given integer. Insert this node at the tail of the linked list and return the head node of the linked list formed after inserting this new node. The given head pointer may be null, meaning that the initial list is empty.
• Given a pointer to the head node of a linked list, print each node’s element, one per line. If the head pointer is null (indicating the list is empty), there is nothing to print.

System Design

System design interviews challenge candidates to design a back-end system using a whiteboard or virtual diagramming tool. Candidates are asked to explain their solution and thought process as they develop their answer. To succeed in system design interviews, candidates need to both design a viable solution and explain how the components fit together. 

System design questions don’t have one right answer. Instead, they give the developer the opportunity to work toward a variety of potential solutions. Hiring teams will often have interviewing guidelines to structure the conversation as well as a suggested solution.

The key to success is to focus on the big picture and not get bogged down in the details. After all — you need to plan a back-end system, not build one.

One option for grounding the details of your answer is to reference real-world experience. Sharing an example of a similar problem you’ve previously solved adds detail to the answer while also demonstrating its viability.

Examples:

• Design a flash sale e-commerce system
• Design a ride-sharing service
• Design a URL shortening service
• Design a search engine

Strategies for Acing the Interview

Don’t Forget to Communicate

A coding interview isn’t just about the code. The conversation between you and the interviewer is as important as the code itself. Throughout the entire process, you should talk out loud, explaining your approach. You could, for example, ask for more details or consider how your solution might apply to the job at hand. 

Don’t put off explaining the code until after you’ve finished coding the solution. You might forget an important detail or run out of time. Describe every action you take and decision you make in real time. 

Practice, Practice, Practice

Every developer knows that sufficient interview preparation is vital to a successful interview. However, the key is to practice smarter, not harder. 

The goal of your practice sessions shouldn’t be to practice every possible question you could face. Instead, interviewing practice will expose you to enough questions to be familiar with the various types of questions and how to solve them. Even some of the most advanced coding questions are often just multiple computer science concepts combined together. 

For example, one of HackerRank’s hardest dynamic programming problems (with only a 37.4% solve rate) is really a dynamic programing problem combined with a data structure problem. If asked a similar question in an interview, a developer who’d practiced arrays, priority queueing, and dynamic programming would be able to solve this problem despite never having seen it before.

Structure Responses With an Answering Strategy

While providing solutions to tough interview questions is certainly challenging, some developers find the hardest part of the technical interview to be the non-technical components. Explaining complex technical concepts through verbal communication is a tough skill to master in its own right. 

Structuring your response with a tried-and-true answering method can make the interview go much smoother. Here are a few strategies to consider.

STAR Method

Situation, Task, Action, and Result is a great method that can be employed to answer a problem-solving or design interview question.

• Situation: Identify the situation and circumstances. 
• Task: Define the problem or goal that needs to be addressed.
• Action: What approaches and technologies will you use to solve the problem? 
• Result: Wrap it up by stating the outcome. 

PREP Method

Point, Reason, Example, Point is a presentation technique that you can use to answer problem solving and design questions.  

• Point: State the solution in plain terms. 
• Reasons: Follow up the solution by explaining your point.
• Example: Round out your answer by contextualizing it with a real-world example.
• Point: Reiterate the solution to make it come full circle.

Resource for Tech Interview Prep

HackerRank Community

HackerRank Interview

The post Tech Interview Prep: How To Ace Your Interview appeared first on HackerRank Blog.

How many golf balls can fit in a 747?

If you’re left scratching your head, you’re in good company. 

Abstract questions like this one have been popular as a way of assessing developers for technical roles. You might have heard one or two of them before: How many window panes are there in Manhattan? How many piano tuners are there in the world? How many light bulbs are sold in the U.S. each week?

This style of question is purportedly designed to reveal how a person thinks about a problem critically, as opposed to actually locking down a “correct” answer. (Our best guess is that seven million golf balls can fit in that 747, but don’t take our word for it).

But there are two problems with using brain teasers to evaluate technical talent. First off — developers hate them. And second: They don’t actually measure a developer’s technical skills. Does knowing how many piano tuners exist in the world actually translate to the ability to build an application with, say, Java?

A lot of people associate the popularity of this style of interviewing with the rise of the tech sector. But its history is a little more complicated, and the reaction to (and against) this philosophical approach to skill assessments has led us into new territory — one which we think will change the future of the technical interview for better. 

The Past: Thomas Edison and Brain-Teaser Challenges

“Brain teaser” questions became popular in technical interviews during the rise of the modern tech industry in the 90s and 2000s. But this type of interview question actually predates the tech industry by quite some time.

Thomas Edison famously asked arcane trivia questions to gauge an applicant’s knowledge, including questions like “Where is the Sargasso Sea?” or “Why is cast iron called Pig Iron?”

In the early 21st century, innovative tech companies like Microsoft and Google adopted this a similar approach to screen candidates. Like Edison’s lab, these companies strived to be centers of innovation, and both valued unorthodox approaches to problem solving. This style of question was seen as a gauge of candidates’ creativity, problem-solving skills, adaptability, and capacity to innovate.

As newer tech startups emerged, many copied interviewing styles and questions directly from pioneers like Microsoft. This had the effect of transforming somewhat niche and arcane trivia questions into the industry-standard.

But if brain-teaser questions were once so popular as an interviewing strategy, why have they fallen out of favor? 

1. They’re Not Actually Relevant to the Role at Hand

Brain teaser questions don’t give hiring managers the opportunity to evaluate a candidate’s ability to work with the required technologies. They also don’t simulate the day-to-day working reality of a technical role.

2. They Don’t Indicate Skill Level or Proficiency 

A candidate’s answer to a question about golf balls fitting in an airplane doesn’t help hiring managers understand if they have basic, intermediate, or advanced skills in specific technical competencies. The only real insight this style of question illuminates is the candidate’s ability to answer that specific brain teaser — and, perhaps, think a bit abstractly.

3. They Introduce Unconscious Bias. 

While brain-teasers might seem like a creative way to assess talent, they have the potential to become problematic. That’s because brain teasers require knowledge and techniques that candidates might not have access to, which introduces unconscious bias to the hiring process.

The Present: Algorithm Problems — and the Problem with Algorithms

Over time, companies came to understand that they needed to orient their hiring processes around technical skills. Starting in the mid-2010s, there was a discernible shift toward whiteboarding and interview questions about algorithms and data structures, all in an attempt to better vet for technical know-how. 

A far cry from the arcane trivia questions of the past, these problems are designed, in theory, to test practical technical skills. Companies using this approach tend to focus on the candidate’s solution to gain a more holistic understanding of their technical chops. For example, a hiring manager might ask an engineering candidate how to invert a binary tree.

This newer approach to interviewing shifted the focus from abstract thinking to a higher-level, almost academic application of programming knowledge and engineering skills. 

But assessing developers on theoretical, rather than pragmatic, coding questions presents its own challenges. 

1. Developer Push Back

In 2017, prominent software engineers took to Twitter to confess that they would fail a whiteboard interview. The subject of their criticism? Tough algorithmic challenges that focus on academic and theoretical coding concepts that they’d rarely encounter on the job. They may have studied those concepts in school, but developers don’t need to have them memorized — because they rarely, if ever, use them in their day-to-day projects. 

Another issue is that many algorithm challenges also deprive developers of the problem-solving tools they would have in a real-world scenario. On the job, developers rely on online resources like GitHub and Stack Overflow to source code, solutions, and bug fixes. Their IDE also saves them time by handling a lot of the coding minutiae. Interviews that take these tools away from developers prioritize the assessment of inconsequential details instead of job-relevant skills and knowledge.

2. Candidate Experience

A 2018 survey by Dice found that 42 percent of respondents’ most dreaded part of the entire hiring process is standing at a whiteboard with a big problem to solve. Dice theorizes that this is tied to fears of “feeling dumb” or looking inadequate. 

Competition in hiring has increased the need for employers to provide an improved candidate experience for developers. Even during hiring slowdowns, developers and engineers are still the most in-demand professionals in the world and receive more inquiries from recruiters than their white-collar peers. This gap between supply and demand affords developers the opportunity to be highly selective in their search process. Candidate experience has become a key determining factor in many career decisions, and as a result, companies of every size are reconsidering how their technical interviews impact the developer’s overall experience.

3. Diversity, Equity & Inclusion

In the past few years, the diversity in tech movement has also ignited calls to make interviewing more equitable. In 2014, major tech companies including Google, Facebook and LinkedIn started publicly sharing the demographic makeup of their workforces for the first time. As part of that movement, advocates also urged companies to shift away from interviews that reward academic computer science backgrounds over applicants with real-world skills in a push to level the playing field for economic opportunities in tech roles.

4. Rise of Bootcamps and Self-Taught Developers

The rise of bootcamps and independent learning has already had a significant impact on the developer workforce. From 2013 to 2020, the number of developers graduating from bootcamps increased by 1,046 percent. As a result, nearly one in six Gen Z developers said they leveraged bootcamps to learn new skills. And 71 percent used YouTube to drive their skills development.

It’s becoming increasingly common for the best candidate for a position to be a bootcamp grad or self-taught coder. Focusing technical interviews on tough, theoretical concepts prevents this talent pool from job opportunities for which they are otherwise a strong fit. 

The Future: A Movement Founded on Real-World Skills

There’s never been more at stake in hiring the right talent with the right skills. While it’s hard to predict the future, what we do know is that the world of development is vast, nuanced — and growing. Year after year, computer science and programming roles have dominated lists for the most in-demand positions in the world. Between 2020 and 2030, the demand for developers will grow by 22% — with competition remaining sky high.

To adapt to this competitive but uncertain future, companies need to evolve their hiring processes to focus on the skills a developer will actually use on the job. Testing and supporting those skills in a candidate-first way will be the difference between a closed and open job posting.

This transition is very much underway. Winning companies are shifting their focus from theoretical applications of knowledge to real-world skills tested in an environment that’s as close to real-world job scenarios as possible.

Skills-based hiring is the process of assessing candidates based on concrete skills through means like coding and problem-solving assessments, virtual pair programming, and take-home projects. This approach benefits developers by providing transparency into what skills they need, what tech they would work with, and the types of technical challenges they’d be solving should they accept an offer. Skills-first hiring also benefits employers, as it gives companies clearer insight into a candidate’s ability to do the job at hand.

What’s more: Developer roles are changing as fast as the technology industry itself. New roles, skills, and technologies are emerging every day that change the skills and developers technical teams need to hire for.

As roles and technologies change at a rapid clip, the assessments used to evaluate developers also have to change. Developers are excited to demonstrate their technical abilities through interviews and projects grounded in their actual skill sets. And savvy technical teams are giving them the opportunity to do so. 

The post The Past, Present, and Future of the Technical Interview appeared first on HackerRank Blog.

Is the technical interview broken? Turns out, it depends on who you ask.

Search “are coding interviews broken” on YouTube and you’ll find countless videos by developers and hiring managers with passionate opinions on the subject. 

“Coding Interviews are Broken.” “Coding Interviews are NOT Broken.” “Coding interviews suck.” “Are Coding Interviews ACTUALLY broken?”

Calling the topic controversial is an understatement. But it’s also a critical conversation for the tech industry to have.

The processes companies use to hire developers have huge implications for their ability to build effective teams and attract great talent. And the careers of developers rely on the opportunity to demonstrate their skills in a fair, effective interview process. 

With so much at stake, we think it’s time to put the question to rest for good. Is the technical interview actually broken?

What Is a Technical Interview, Anyway?

Before starting a debate about whether the technical interview is broken, it’s worth defining what a technical interview actually is.

The technical interview, sometimes called the coding interview, is the process of evaluating candidates through interviews that place an emphasis on technical skills. During the process, hiring managers and recruiters rely on individual assignments, often referred to as coding questions or challenges, to score a candidate’s proficiency in key skills. 

What makes a technical interview distinct from a screening assessment is the dynamic conversation between interviewer and interviewee that takes place alongside the actual coding. As candidates work through questions and write code, they engage in a dialogue with interviewers about their problem-solving approach and try to find the most optimal solution.

These interviews gauge a candidate’s problem-solving skills and technical proficiency in various programming languages and frameworks. They can also measure the candidate’s ability to navigate a complete application environment, design systems, translate log messages, and interchangeably use the command-line, IDE, and browser to interact with the environment. And they also give a glimpse into soft skills, like the candidate’s collaboration or communication style. 

The technical interview can take many styles and formats, including:

• Coding
• Algorithms
• Data structures
• System design
• Language-specific tests
• Problem solving
• Projects
• Multiple choice questions
• Take-home challenges

So — Is the Technical Interview Actually Broken?

It’s tempting to answer this question with a strong yes or no answer. However, the situation is a bit more complex. 

On a micro level, there are as many different approaches to technical interviews as there are companies hiring technical talent. Even individual teams within a single company are likely to conduct interviews differently. That means that the overall quality of the technical interview, in practice, exists on a spectrum. There are plenty of teams with consistent, standardized, and skills-based interview processes that are not broken. 

But if you take a step back and assess the big picture, you’d see that there are large, underlying problems with the standard technical interview. Across the tech industry, many companies have lagged behind in modernizing their technical interviews to keep up with the current best practices and technical solutions.  

Think about it: If the current approach to technical interviewing was perfect, would you be reading this blog? Would we be writing this blog? Would developers be engaging in passionate debates about whether the process is broken or not broken (and garnering millions of views in the process)? The fact that the tech industry is asking these questions in the first place is indicative of an underlying problem.

The technical interview is in a state of transition. Whether the interview is broken or not depends on the company, the team, or even the individual administering it. But the technical interview itself is an evolving concept experiencing growing pains as it tries to adapt to the modern tech industry.

How Can We Improve the Technical Interview?

The technical interview has been around for decades. In that time, it’s gone through multiple transformations. Each iteration was designed to fulfill the needs of the tech industry at the time. But when the technical interview grew stagnant, vocal developers and innovative employers built new processes that provided better hires, created a stronger candidate experience, and emphasized more relevant skills. To “fix” the technical interview and build its next iteration, we’ll need to go through the same process again.

So, what is the next iteration of the technical interview? The answer has been in front of us this whole time. The technical interview of the future will be a candidate-centered hiring experience built around real-world developer skills.

The good news is that this process is very much underway. Some companies are already reorienting their hiring processes around the application of the skills through interview experiences based on real-world job scenarios. While this will be a long-term project, there are four changes that employers can make today to improve their iteration of the technical interview.

1. Relevance of Questions

One often cited complaint about coding interviews is that they’re not relevant to the job the candidate is interviewing for. And there may be some truth to that. 

While algorithm challenges about binary trees are grounded in technical skills, few developers and engineers need to memorize the application of such skills in their everyday work. This can lead to developers memorizing and then forgetting algorithmic concepts such as greedy algorithms, Dikjstra, or dynamic programming — all to land a job that will never require them to use those algorithms without documentation or resources. This is particularly true for mid- to senior-level developers, who are years removed from the academic setting where algorithms are taught. 

One way to solve this challenge is to use problem-solving questions that are based on the skills required in the role at hand. And this shift doesn’t need to be overly complicated. Even an exercise as simple as debugging code will give candidates the opportunity to complete tasks that they’d actually work on every day.

2. Time Limits and Duration

Setting time limits for coding interviews is like walking a tight-rope. If the interview is too short, the candidate won’t have enough time to answer the question. This can leave them feeling stressed about their performance, or even that they weren’t fairly evaluated. 

But if the interview is too long, it becomes a burden on both the candidate’s and the interviewer’s time and begins to feel like work. Interview duration is a balancing act that requires careful consideration.

As a rule of thumb, coding interviews generally last 30-60 minutes. However, the ideal duration for an interview will vary depending on the company, the role, the skills being assessed — or even the individual candidate. 

Identifying the sweet-spot for interview length requires a data-driven approach. For employers, understanding the appropriate time limit for solving a particular type of question – like an intermediate-level SQL problem – will require either trial-and-error or partnering with a technical interview platform that already has that data available.

3. Using Modern Interview Tech

Natural language processing. Artificial intelligence. Web3. The metaverse. Developers, engineers, and the companies that employ them are working at the vanguard of technological innovation. But many companies still conduct technical interviews with dated, legacy tools.

Anecdotally, we’ve even found that a surprisingly larger number of companies still administer – or only just recently switched away from – coding interviews using primarily pen and paper. And the industry standard is still for candidates to write their code in digital word processors while logged into a video conferencing platform.

If a company is hiring developers to work on innovative tech, the tools they use to interview candidates should demonstrate a commitment to that level of technical innovation. Evidently, technical teams in every industry agree. Over 25% of Fortune 100 companies are turning to technical interview platforms to level-up their interview tech and create a better hiring experience for developers.

4. Collaborative IDEs

A collaborative integrated development environment (IDE) is a tool that allows developers to write, edit, and debug code in their web browser. Developers use collaborative IDEs because they enable multiple people to work on the same code at the same time.

These tools have quickly become the gold standard for technical interviews because they allow developers and interviewers to seamlessly collaborate on interview questions in real time.

The Verdict

So, is the technical interview broken? We think it’s going through a period of growth and iteration that’s led to a few growing pains for interviewers and interviewees alike. There are a number of companies whose interview processes aren’t broken and can serve as a model of what the technical interview can become.

One thing is certain: the next iteration of the tech interview won’t be the last one. In the not-so-distant future, technical teams will once again rebuild their hiring processes with new tools and interview formats that will make algorithm challenges look as obscure as the trivia questions that preceded them. 

This writer’s prediction? It’s possible that the future of the technical interview will be that there are no technical interviews. Immutable, verifiable coding projects on the blockchain could replace resumes and coding challenges, acting as all of the proof a hiring team needs of a developer’s skill. We’re not living in that future yet, but it’s exciting to think about the possible advancements to come. 

Resources for Technical Interviews

Remote First Interviewing Platform

How to Conduct Coding Tests During Developer Interviews

HackerRank for Candidates

22 Coding Interview Questions Every Programmer Should Know

The post Technical Interviews Are Broken. Can We Fix Them? appeared first on HackerRank Blog.

System design interviews have been a critical component of technical hiring for decades. If you’re a software engineer on the job market, the ability to demonstrate your skills in a design interview is critical to landing your next role. 

The key to succeeding in these interviews is preparing for the styles of problems you might encounter. In this post, we’ll break down seven different system design interview questions you need to know to land the next job of your dreams.

What a System Design Interview Looks Like

A system design interview is a type of interview that challenges candidates to design a back-end system, often on a physical or virtual whiteboard. Candidates are asked to verbally explain their solution and thought process as they develop their answer.

System design questions grant candidates a look into an organization’s tech stack and operations and give hiring managers an understanding of the candidate’s approach to problem solving. These interviews should ideally proceed like discussions, with the candidate thinking aloud about scalability, storage, reliability, and other aspects of the system. System design interviews are more commonly found in hiring processes for senior-level roles, though developers of other experience levels may encounter this type of interview, as well.

System design interviews are considered one of the more difficult types of interviews. They require a fundamental understanding of systems and advanced preparation to succeed. By their nature, system design questions are broad, open-ended questions with a variety of possible answers.

7 System Design Questions

There are a number of different types of system design questions hiring managers can use to help showcase a developer’s skills and potential. The difficulty and composition of these tests usually varies based on the experience-level of the role. 

While answering this style of question, the main goal of a software engineer should be to demonstrate the ability to design and build integrated and scalable systems.

The following is a list of the types of system design questions an engineer might encounter during a design interview.

Design a Flash Sale System (eCommerce)

Your company has launched a hot new product. The marketing team has recommended promoting it through flash sales. The features of a flash product sale are as follows:

• The sale starts at a particular time.
• The requests to purchase the product may be greater than the stock count for the product.
• Each user can purchase only one unit of the product.
• There is no “Add to Cart” functionality.
• Each order should be placed on a first-come-first-serve basis, and the product should go out of stock the moment the entire stock of the product is exhausted.

Using diagramming tools, design a system that implements these features in a robust, scalable way.

Components to consider:

• As soon as the user clicks the add to cart button, trigger an API call and show a loader until the API returns a response.
• The API at the backend needs to process the requests in the queue.
  • If the request count is greater than the stock available, return an error instantly with a ‘no stock’ error.
• Otherwise, just return a response with success, the order id, and in the background, keep processing the queue .  
• At the front: stop the loader upon receiving a response.
  • If there is an error, show the appropriate error and remove the product from the list.
  • If successful, show the success status.

Design a ride-sharing service

Design a ride-sharing service that enables users to request rides through an app. The system should account for workflows for both passengers and drivers.

Components to consider:

• Payment processing
• Encryption and storage of payment methods
• Push notifications and in-app messaging
• Databases to manage user and driver data (SQL, MySQL)
• Data privacy and encryption
• GPS and mapping technology
• User reviews and score aggregation
• Data tracking to identify patterns and spikes in activity
• Image hosting system

Design a simple social media application

Designing a social media application is a common system design question that tests the candidate’s ability to plan out the structure of a wide range of technologies. Databases, media hosting, and algorithms are just a few of the topics you’ll need to cover to successfully answer this question.

And, because social media companies are among the largest employers of software engineers, there’s a good chance you might find yourself facing this question during an interview.

Components to consider:

• Ranking algorithms
• Databases to manage user data (SQL, MySQL)
• Privacy controls
• Engagement features (following, liking, commenting, sharing)
• Hosting of user generated content (images, video, gifs)
• Database schema

Design a video streaming service

Design a video streaming service that allows users to view and search videos. The service should also enable internal teams to upload content through the back end. The service needs to be highly scalable, supporting large numbers of users on the platform. The application should also be able to upload, store, edit, and transmit large data files.

Components to consider:

• Databases to manage user data (SQL, MySQL)
• Video and image hosting system
• Privacy controls and age restrictions
• Engagement features (following, liking, commenting, sharing)
• Recording data about video performance
• Ranking and recommendation algorithm
• Push notifications and announcements
• Video player functionality

Design a URL shortening service

Design a URL shortening service that returns a short and unique URL when a user enters a long URL. Applications such TinyURL and bit.ly are examples of this service. However, many other technology companies, such as YouTube, also have their own URL shortening services built into their functionalities.

Components to consider:

• Generating a unique and short URL
• Scalability to handle thousands of requests
• Functionality to redirect from the short link to the original
• Support for custom URLs
• Analytics and tracking of clicks
• High availability and uptime

Design a file-storing and sharing service

Design a file hosting service that enables users to upload, store, edit, download, share, and delete files. The service should provide synchronization across various devices. Examples of this service include Dropbox and Google Drive.

Components to consider:

• ​File management functionality (upload, view, download)
• Automatic synchronization between devices
• ACID properties on database transactions
• File sharing and permission tracking
• Search functionality to locate files
• Storage of large files

Design a search engine

A search engine is a software system that conducts web searches and delivers an organized list of results. The algorithm should rank results based on a variety of factors, including: 

• Expertise
• Accessibility
• Trustworthiness
• Website performance
• Mobile-first design
• User experience

Components to consider:

• Result ranking algorithm
• Personalized search results
• Voice, image, and video search
• Machine learning and artificial intelligence
• Recommendations for related and popular searches
• Recording data on search volume and other statistics
• Website crawling and indexing

System Design Interview Tips

One factor that can make system design interviews so difficult is that they involve explaining complex, technical concepts through verbal communication. To get around this, it’s helpful to use an answering method to structure your response. Here are a few tried-and-true methods to employ in your next system design interview.

Reference Examples and Experience

One way to ground the details of your answer is to frame the response around real-world experience. By sharing an example of a time you solved a similar problem, it adds detail and credibility to your answer. It also helps bolster your candidacy by demonstrating to the hiring manager that you’ve already performed the responsibilities of the position.

STAR Method

Situation, Task, Action, and Result is a great method that can be employed to answer a problem-solving or design interview question. Here’s a breakdown of these steps:

• Situation: A good way to address almost any interview question is to lay out and define the situation and circumstances. 
• Task: Define the problem or goal that needs to be addressed. System design questions are often multifaceted, so this step is particularly important when answering technical problem-solving questions.
• Action: How would you go about solving the problem? How have you approached similar obstacles in the past? What technologies will you use? Try to be as specific as possible, and state your plan in steps if you can.
• Result: Wrap it up by stating the outcome achieved. 

PREP Method

Traditionally used as a method to make effective presentations, the Point, Reason, Example, Point method can also be used to answer design questions.  

• Point: State the solution in plain terms. 
• Reasons: Follow up the solution by detailing your case — and include any data or insights that support your solution. 
• Example: In addition to objective data and insights, drive your answer home by contextualizing the solution in a real-world example.
• Point: Reiterate the solution to make it come full circle.

Resources to Prepare for Coding Interviews

HackerRank for Developers

Free Developer Skills Platform

HackerRank’s Technical Recruiting Learning Series

Tech with Tim

Codecademy

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