DevSkiller’s team prepares Ajax interview questions and online tests designed to test the skills for junior, middle, and senior-level Ajax developers.
Powered by the RealLifeTesting™ methodology, DevSkiller Ajax interview questions and online tests are unique in being able to provide valuable insight into your recruitment candidates’ skills by testing them with real-world tasks.
With our range of Ajax interview questions and online tests, finding your next Ajax developer has never been easier.
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DevSkiller Ajax interview questions and online tests are powered by the RealLifeTesting™ methodology. Unlike other developer tests, our Ajax online tests implement RealLifeTesting™ to simulate real-world scenarios. We then ask candidates to solve problems that mirror the work they would do in real-life within their role. This provides invaluable insight into a candidate’s coding skills, problem solving ability and time-management skills. Our Ajax interview questions and online tests can make sure you find the right candidate for your business.
Ajax was made popular by Google Suggest in 2005. It stands for Asynchronous JavaScript and XML. It is a way of creating fast and dynamic web pages.
Ajax allows web pages to be updated without the need to reload the page. It does this by exchanging small amounts of data with the server behind the scenes. Classic web pages that don’t use AJAX, need to reload if the content should change. Well known sites like Google Maps, Youtube and Facebook all use AJAX. Google Suggest uses AJAX in its search engine. When you start typing in Google’s search box, a JavaScript sends the letters off to a server and the server returns a list of suggestions.
DevSkiller’s Ajax interview questions and online tests can help you recruit the right Ajax developer for your business. Our range of tests are perfectly designed to work out which candidates have the right set of skills needed to succeed.
Did you know you can tailor DevSkiller Ajax interview questions and online tests? The DevSkiller task wizard allows you to create your very own custom tests, to gain greater control over your recruitment process. You can define the languages tested, the types of questions asked and set the difficulty of each test. You can even set time-limits on individual questions within a test. All of our testing takes place remotely so you can send test invitations to candidates all over the world and await the results. Finding your next developer is easy with DevSkiller Ajax interview questions and online tests.
We think our Ajax online tests are exactly what your business needs, so you can start hiring great Ajax developers. If you’re not completely convinced, check out what we did for one of our satisfied customers, CodeValue:
CodeValue is a dynamic software development, UI/UX design, and consulting services firm.
They deliver tailor-made innovative solutions and services ranging from focused product and technology analysis, to comprehensive development and in-depth consultancy.
When it came to the recruitment of new developers, CodeValue ran into problems. They found they were undertaking too many unnecessary interviews. They also had candidates getting through to the interview stage from their technical screening stage, who lacked the necessary skills. The process was time-consuming and inefficient.
DevSkiller revamped CodeValue’s screening process. They replaced a phone interview with more detailed DevSkiller at-home tests. The changes brought about a number of positive results, most importantly improving the efficiency of CodeValue’s process. DevSkiller’s test is 20% more effective at identifying the right candidates than the old phone interview method. Using the same amount of candidates, CodeValue now hires 2.8x more developers from each candidate pool than they used to.
The standard of candidates who do progress through to interviews is higher and there is more chance of the interview leading to a hire. In total, CodeValue reduced the time it takes them to make new hires by 50%.
“DevSkiller is easy to use and friendly.”
Olga Berger- Lead Recruiter & Sourcing Specialist at CodeValue
The RealLifeTestingTM methodology forms the basis of all DevSkiller coding tests and interview questions. This methodology provides a rounded view of a candidate’s skill that would not be attainable from traditional methods like algorithmic puzzles.
The RealLifeTestingTM methodology works on the basis that the best way to assess a developer’s skills, is to provide them with a test that mirrors the actual development work they’ll do. Our Ajax interview questions and online tests do exactly that. They require candidates to build full project apps or add features to existing apps, just like they’ll be doing after being hired. They need to show their knowledge of coding and resources like Stack Overflow to find solutions and decision making to find the best way to solve the problems they encounter. The results you see show the candidate’s coding skill, decision making, code cleanliness, and problem-solving skills.
DevSkiller’s main asset is it is automated. Once the candidate has completed their test, our platform automatically gets to work on assessing the results. An automatically generated report is then produced and sent to recruiters. Reports are kept simple and easy to understand.
Candidates are evaluated on the quality of their coding, whether their solutions would run (an essential factor in all software development) and any errors in their code. We also have a number of robust anti-plagiarism tools, to ensure test validity.
Devskiller’s interview questions and online tests can be accessed from anywhere. All the recruiter has to do is send the candidate a test invite.
When it comes to the work, the candidate has the option of using our state of the art in-browser IDE, or they can complete the project on their favorite IDE and clone to GIT. Throughout the test, candidates can run unit tests to make sure their solutions work the way they are supposed to
At the end of the allocated time, the test is automatically evaluated and an easy to understand report is sent to the recruiter.
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