Get them to sign up for odesk if they are not already on it, then get to take the appropriate tests. Tests are free and they can only retake a test once every 30 days

Qualification Tests for Freelancers & Programmers - Certifications for Outsourcing - oDesk

Free oDesk Skill Tests - oDesk Help explains how it works in more detail

Also ask them what programming methodology they use, agile(XP/Extreme Programming) is the answer you want for reasons why read this.

Roger

There's a faster way to test your programmer.
You can ask for a trial to test if they are capable of doing the job.
Provide a project enough to determine if they have the skills or not.

Thanks so much
I will do a combo of the above.

1)Will use odesk to test

2)Will ask for code samples and ask a friend to review it

Thanks again, this is short and simple and will let me test 10 programmers quite quickly!

Maybe you should hire MyWebWork, Bill, he knows his stuff, I am not sure if he has open time, but if he does he can help you I am sure.

When I read this, I wondered if you actually meant Javscript, not Java.

They're VERY different things so you need to be sure.

Cheers,

Neil

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Try asking him the about the basic concepts in Programming like Variables, Constants, Arrays, Objects Oriented Programming. These things will make you sure whether he/she can work with you.

We ask the person to complete a sample project, a small project that we provided to all candidates. I look for how clean, functional and how well instructions or comments are.

I agree with one of the previous posters, which stated that if you are a non-programmer yourself then you souldn't be running a programmer remotely.

I am a programmer (have been for 20 years) and I still find it dificult to completely understand what a client wants, even when there are in the same town as me.

People commonly make vague statements in programming briefs, things like :

"I'd like the menu thingy" to look a bit like Yahoo's menu"

What does that mean?

The word "like" immediately implies it would be nice but not essential, and what bit of Yahoo menu did they like?

So, as one of the other posters suggested, I would recommend going through a project-manager that can handle the development for you.

Sure it gonna cost more, but I'd guarantee that you will atleast get the project done, done close to the timeline and working the best.

Too many projects start off with the best of intentions and go completely "off the rails" really fast.

Take care

Bruce

Thanks guys,
I probably should have mentioned that I already have a local office abroad with a project manager/designer which is very reliable. He isn't a programmer but has managed many projects before and will be working locally with the new employee in the same office. I also have a few reliable programmers that take care of me but I'm looking for someone in house full time as well.

After listening to a few people, what I'll do is the following:
-have applicants pass the tests on odesk.
-have a developer I trust review the coding examples required (since my project manager cant review the code)
-have live phone interviews
-check references thoroughly
-give the best one a paid project

and take it from there
thanks

Go here.

ExpertRating - Online Certification and Employee Testing

testing shmesting. Have him show you or someone you know something he has built and talk about it.

Start him on small projects and see if you like what he produces.

Answering questions isn't half the equation. it's like a relationship, what will he/she be like after the honeymoon period is over? You won't know until the honeymoon period is over.

Just my .02. I've been hired many times and I've interviewed many times. If you have someone in mind just try them out. Keep your risk low, pay by the project and start small. You will miss many great programmers if you focus too much on "testing" or "interviewing".

Personally, I have passed up many opportunities because someone wanted to test me. There are endless opportunities and I'm interviewing who I will work with as much as they are interviewing me.

It all boils down to being book smart versus being good in practice... I've interviewed/met many with computer science degrees who may know the ins/out of a book... but can't even operate within a Windows environment... if it takes you more than 2 seconds to display the start menu and/or don't know how to use ALT+TAB... those things clue you in as to the type of programmer you're dealing with... now obviously if you're outsourcing abroad... a little trickier... and if you don't have a programming background to know/gauge how long a task should take... you may end up overpaying for someone lack of speed/efficiency.

If you are not a programmer, you won't know if someone is good or not. Just find some experienced programmer and pay him to select good candidates. There are too many aspects of programming, to be possible that a non-programmer would be able to check them.

The idea about asking the methodology, and figuring that agile means they are PERFECT and otherwise they aren't is really DUMB! Some good programmers won't even know the term, and some bad ones certainly will.

The BEST way is to know the subject YOURSELF, and test them on ACTUAL KNOWLEDGE! Second best is to have a trusted person that is able test them. The third is to subject them to a GOOD written test. FOURTH would be giving them a sample. WHY is the sample the FOURTH? It takes more time. Fewer may do it. You can't judge the work if you aren't a programmer. You may miss something, and they may STILL not be able to do the work.

BTW I have interviewed over 1000 people, for what it is worth.

Oh, and DON'T think you can get one of those interview books! WHY?

1. They ask the WRONG questions!
2. They often test meaningless stuff!
3. They don't test some necessary stuff.
4. There are many ways to do something.
5. There are many ways to relate it.

You get the idea. My company tried to get me to list questions, and I found that THEY made some bad choices. ALSO, a person may give you a wrong answer and you find they just related it wrong. That is ESPECIALLY likely with people that have multiple languages, etc... You have to try to coax the correct answer out without actually giving it to them. Some show it was a misunderstanding, and get the job! OTHERS fall flat on their face and will never get it.

Steve

before you hire somebody oversees you should really consider testing with part time.

Don't take any one thing as a deal breaker. For instance I've been a programmer since 1990 but suck in test taking scenarios. However want me to debug someones code or write something for you on the fly? No problem.

I hate to admit it, but brian is right. That is one reason I haven't simply created a written test, or put it on the internet.

Steve

I would suggest you hire someone by actually interviewing face to face .Always consider previous work on projects and ask them about the basic concepts in Programming like Variables, Constants, Arrays and also ask them to code you a project.Make sure you get programmers who are fast learners and clearly identify their weaknesses rather than thinking they know it all.you should really consider testing before you hire somebody.

Heads up guys, the OP has been gone completely from the forum for over 9 months, and for some unknown reason someone

No one with an interest in the question is participating

Hey guys, maybe you should try some automated online test like on testdome.com...I've used this testing service and they have pretty interesting customisable tests which give good measure of programmer's skills, and also save your time for interviews...

In order to test someone completely is to know about the topic.
In other words, if you dont learn code, then you wont know who really knows.

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You can see programmer work and take online interview through Skype or other resources of internet. Because there are many freelancer that have no such experience that they show on their profile. Also asked some basic and advance level question of PHP form his/her.

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I agree with Brian regarding written tests.

Written may disqualify the best candidate.

Try using a freelancing service and hire at least three developers for this test.

One Page Email Submit:

Step One...

Pay $25(?) to each developer for providing you a working 'one page' Contact Form with captcha (spam prevention).

A. If the "captcha" is not correct, it displays an error message "please enter Security Code", as well as, allowing the visitor to re-submit the message WITHOUT having to re-enter their information.

B. If "captcha" is correct, the form must capture the submitter's information into a database.

C. An email is sent to the owner's email address (that's you).

D. Then the user's information is retrieved from the database and is displayed back onto the webpage with a "email has been sent" message.


This a very standard function/feature of any website.

Any developer should be able to quickly do this.

It shows database input/output, data retention, emailing, and some validation testing.

Once you get the code, try and read it.

It should make sense to you even if you do not know the programing language.

Step Two...

Take each code from each developers and send it to the other developers for comment and improvements.

Have them improve upon the codes if possible.

What you are trying to do here is see how flexible a developer is in using another developer's code.

Chances are you will be using plugins, legacy systems and such which will need to be modified.

And finding a developer who can rewrite other people's code will save you money and headaches in the long run.

A good developer is nothing more than a good plagiarist.

My two cents.

P.S. The definition of "Creativity" is the ability to hide one's resources.

I think you should check his logical and reasoning view that how much deep he/she would think. Secondly he should have understanding of oops concepts.

there are few recruitment testing solution which focus on testing programming skills.
the questions are randomly selected, depending on the languages and areas you want to test, and the invitation for the test is sent to candidates by email.

these questions include coding challenges in order to test the real-world programming abilities. some are subscription based and others are priced per candidate (eg. tesdome.com which costs $10 per tested candidate)

I think this is the best way to filter candidates, especially for those who are not so technically savvy themselves.

Interview them ( you can choose questions from any interview form), check their portfolio.

Late reply, but here is my approach to conducting technical interviews:

1. Use a quiz to automatically check candidate's theoretical knowledge (programming language, technologies, API, etc);
2. Use a small coding task to check candidate's coding skills;

Both those steps could be done manually by using paper of whiteboard. Also there are services such as

1. codility.com for tasks
2. skillbox.io for technical tests.

I would simply ask for a trial test.

Also on odesk you can file a dispute if a programmer cannot do the job correctly. Another benefit with odesk is that you do not have to pay the contractor until the job is complete and you are happy.

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give him some practical work related with programming and put him programming questions.

You can ask someone who have an advance programming skills to do that job for you. Testing a programmer's skill requires a good programmer to test them also.