Generally for a software company to recruit programmers how many rounds of interview's are suggested?

for a software company how should be the recruitment process? currently what i do is put some c or c++ or database related questions and try to test the logic. i also see how they speak to access their english and comunnication skills and i also make sure they have good academics like 70%+ since schooling but i am sure there must be better ways of interviewing. I need to know what kind of questions each round should consist and what is the actual process of recruitment. currently i work in a office consisting 50 guys. Please help me

Generally for a software company to recruit programmers how many rounds of interview's are suggested?
Depends on how critical job fulfillment is required, and the level of responsibility you are looking for. No less than three rounds.





Introduction, review of resume and academics and personality skills, as well as determination of their goals, and work habits. Brief test of skills you seek.





Background check between 1 and 2 interview.





Secondary, by the persons subject will be working more closely with, and how their skillsets complement each other, as well as to determine if they will be good fit to company.





Third, in depth analysis of the skill set you desire, including analytical and creative problem solving.





They should be interviewed by more than one person to ensure they will fit into the environment, and be able to work well with others.





Continue to use your tests that apply to the work that the employee will be doing.





It is also important to find out what they have prepared themselves to apply to their careers, and how flexible they are for new types of projects.





Good Luck
Reply:The best way I think is make them a test with different problemas... 1 about C++, another about Access, other for VB or Fox or things like that.





I won't care if they speak weird english as long as you can understand them, when they know a lot of programation.
Reply:i guess get him interviewed by atleast more than one person on the core skills c/c++. Its best if the interviews are close to what he has been doing. That does give an idea how dedicated he to his work. What if doesnt know what "mutable" is used for C++ he might never had the need for it.


Do interview him for C/C++ but I guess I would consider his past work more important than anything else.


and also get him interviewed by atleast two managers.





The best thing I feel in an interview is to find out if he is good candidate rather than trying to find if he is a better candidate.





and then HR etc..