With more tech roles consistently dominating the workforce, computer science and IT have become one of the most popular and pivotal topics of study for students. Entreprises and startups are always in look out for the best talent pool to fill their reputed tech roles. Although a little hands-on experience on niche projects and technical certifications are ‘nice-to-haves’ while hiring freshers, hiring managers should always start from the alpha. In essence, irrespective of the job-specific role a candidate is being hired for, hiring managers should assess knowledge of the candidates on algorithms, data structures and OOPS fundamentals.
Here are few important and ‘must-ask’ interview questions to assess the candidates’ knowledge on the fundamentals of computer science engineering.
Interview Questions For Algorithms
1 What are time complexities? What role do they play in the construction of an algorithm?
2 What are divide and conquer Algorithms? How do they work?
3 How is a Dynamic programming algorithm different from recursive algorithm?
4 What is meant by Brute-Force? Why is it not preferred to use the Brute-Force approach?
5 How do you find the angle between hour and minute hands at a given time?
Interview Questions For Data Structures
1 What data structure is the most suitable one for a dictionary or spell check?
2 What is a linear data structure?
3 How can AVL Tree be useful in all the operations as compared to Binary search tree?
4 What is the difference between file structure and storage structure?
5 Differentiate among cycle, path, and circuit?
Interview Questions For OOPS
1 Explain the difference between Method Overloading and Method overriding in Object oriented programming with examples.
2 What is the difference between Procedural Programming and Object-Oriented Programming?
3 What are the 7 core concepts of OOPS?
4 Explain the terms class, method and object.
5 What are access specifiers? List out the 5 access specifiers.
A candidate with a good mix of technical prowess and personality traits are true gems that are hard to find. Assess your candidates’ emotional intelligence, team building skills, conflict resolution skills with behavioral interview questions.
Before you invite your candidates for an onsite interview, make sure that you spend your time on the right candidates. Assess your candidates with a tailor-made assessment questionnaire with different levels of difficulty.
This pre-hire test is designed by our industrial experts for hiring software developers with 0-2 years of experience.
This pre-hire test is designed by our industrial experts for hiring software developers with 2-4 years of experience.
This pre-hire test is ideal for assessing programming ability of candidates with 4-6 years of work experience.