- Use interactive page elements, such as maps
- Control multimedia content playing on the page
- View any animations on your page
- Enjoy content that updates dynamically
You can then tailor your entire recruitment strategy, from your job advert to your interview questions, around hiring someone exceptional at using Vue. You can also fill your knowledge gap by using skills tests relevant to the framework and position you are looking to hire.
If so, you have two potential approaches:
- Working with your existing development team or business leadership to outline the frameworks you will use.
Which approach is best?
It depends on your business.
Benefits of option one include hiring a more senior developer who will likely have more experience and a more refined skill set. However, a development lead will command a higher salary, and they might not be the right to hire if you're looking for a "soldier" rather than a "general."
How does what you want to build influence your hire?
Once you are clear on the specific set of skills you are seeking in a candidate, you can start to look closer at the particular hire you want to make.
This will depend on what you want to build. You could be looking to create a gamified learning system, a mobile app, or need to create an API to allow people to access and integrate with your platform.
You will usually be looking to hire one of the following specific positions:
What do you want from a candidate?
Regardless of the type of developer, you’re looking to hire, some of your job description's points will be the same.
Cut and paste the bullet points below and adapt them for your needs when adding requirements, roles, and responsibilities to your job ad:
- Able to amend code and maintain standards without needing comprehensive rewriting of code
- Can quickly diagnose and fix problems in front-end or back-end development environments (or both!)
- Can ensure stable migrations from test to production environments
Based on what you're looking for in a candidate, you can use TestGorilla to assess their capabilities in areas like:
- React Native
- Ionic framework with React
The job interview is your opportunity to meet candidates in-person – or perhaps on Zoom – and decide whether to hire.
On top of using skills tests to ensure you progress relevant candidates with the necessary knowledge and skills to interview, you should have at least a handful of interview questions ready to ask interviewees.
Strong candidates will give a clear overview of what a closure is and examples of how they have used them in the past.
Expand your questioning depending on the candidate's answer; ask how they would address issues with closures and specific examples of how they would use them.
- Using spread
- Using Object.assign coding
- Using JSON or deepClone
Spread or Object.assign is useful for creating "shallow copy" clones. In contrast, JSON or deepClone helps create "deep copy" clones.
Ask candidates to explain the differences between the two clone types and how they would use each.
How do you check and assess your code?
A strong candidate will talk through how they assess their code and refer to software tools they use to help them with this process.
Depending on the level of detail candidates provide in their answer, you can explore:
- The regularity at which they check their code
- The methodology they employ to check their code
- How they fix any issues they find within their code
You can even make this a light-hearted part of the interview by asking candidates about any embarrassing or simple errors they have made in the past!
Strong candidates should discuss how to ensure their code is secure against cross-site scripting (XSS) and cross-site request forgery (CSRF or XSRF) attacks. Candidates' focus should be very much on preventing these attacks. However, you can expand your questioning following the official answer to ask how they would react to such an attack.
Look for candidates to have the following knowledge when it comes to prevention:
- For XSS, candidates should talk about how to filter inputs, using appropriate response headers, encoding outputs, and using content security policy (CSP) standards.
- For CSRF, candidates should be able to talk about using SameSite Cookie attributes and referrer origin verification.
You will have the candidates' resumes in front of you. As such, you can ask this as a specific, targeted question.
Ask your candidate to walk you through the process of developing a new application, including:
- Why it was necessary to develop the application in question
- How they chose which framework to use, and the benefits of choosing a specific framework ahead of another
- Challenges they met during the project
- What the outcome was, and whether the application delivered the desired benefits
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Ensure you dedicate time to understand the type of developer you're looking to hire and what you're hiring them for, and then put your plan into action.