I would like you not to suggest you "how to select Developers or employees" but I would like to share my strategies and selection procedure that I do. So many times, being new management we are not confident of being an interview taker. I will suggest myself to hire an employee with care and procedures.

I have my own procedures to hire an employee. I want not to hire a potato or I do not want an overpriced necklace that I cannot afford. "I know it is rude to use kind of statements in general but I want to be honest with you." You cannot afford a staff that speaks cool in the interview room and comes up with nothing on the result. When we hire a developer we need to be confirmed at three things about him/her.

"Quality Capacity Consumption"

I think even Neil Patel will also agree on this "No need to buy a comb if you don't grow hair. " I had this conversation the other day about hiring employees with one of my colleague. I got to know something that these day walkers are very smart in speech and powerful in tactic to achieve high scores in an interview. And when you bring them into operation for practical they up to 20% of their claims in an interview and the interview room becomes and interrogation room.
I have prepared a tropical procedure that I follow in hiring Developer to keep my organization running cool where I am working for. I have divided them into rounds.

Introduction Round

I prefer the walled-in person to rest on the couch for 10-15 minute so he adjusts himself to the climate. I try to judge the guy up in my cabin the way he speaks. I try to understand from where he is. Honestly I can take his words and decode it easily and can say what his experience is. I like to read minds and learn new language and that is why I keep update with my staff. Well I ask simple questions to get the following information.

o Background knowledge
o Behavior on temperamental situations
o Skill explanation
o Communication skills
o Technical behavior
o Emotional attitude

Don't take me wrong but I feel these days psychiatrist taking multiple interview because don't do just my job. For me, job means 24 X 7 duties. (I am just explaining myself don't think me self-owned, lol)

Documentation Round One

Now you will be a little confused why I kept this round before the expertise test. Actually the documentation round 1 means Overview of documents and questions regarding the documents submitted by personality give an idea if he/she meets his experience. Sometimes people come around the floor with huge experience when they do not have expertise accordingly and that doesn't pay much to organization to survive. So I would like the HR team to take documentation test with curiosity to know whether the attendee is really capable of the resume he carried with him/her. Then the skill test starts.

Technical skill test

Employability skill test procedure depends upon the technologies used on the floor. So I will not say much about the technical skill test as it differs with the position and area of employment.

Documentation Round Two

This round refers to the documentation check and it can probably on the next day of the interview. Let the person come ready with a new attitude towards the organization because now he or she understands the attitude of the organization. His new attitude on the organization fall the true impression on you. The second day is always more confident and if the candidate is hesitating then he/she has some falls.

Final Round

The round is mostly for offer letters and joining offers according to the interview sessions. Mostly this time is complicated for us who takes the interview because if the interview was successful the demand is according. Now starts the bargain round.
We call it bargain round as salary calculations and appraisal methods etc.

HR generally uses this line "my friend our organization has tough rules and measurements on appraisal and promotion but if you stay steady we can recommend you to the management." I prefer it not to worth of organization's impression.