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I participate in interviews for new team members
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O, you must be excluding those who went to google when they paid bundles of cash so that we leave our job to go there, and then went to FB, then to Alibaba
--
The trouble with people,
is that they want to hear only what they want to hear.
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..than there are available experienced developers on the market these days 
So it's a bit of a moot point.
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True; However developers are not Athena springing fully formed into being... We have to be nurtured, taught and given tasks to get the experience on. Without New Hires, there would be no Experienced developers Anywhere. Ever.
before you all chime in... Yes, I know, there are a number of developers who are self trained and well qualified... But, those are few and far between; And not really applicable to the survey or the point I am attempting to make.
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It's a little weird, but I get to be involved in everything up to the final blessing, and this includes IT management as well.
I just hired myself a new boss.
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I don't have to waste time in interviews. So far, it's worked out pretty well.
I suppose if my partner on this project ever moves along, I won't have to, but so far, it's just be me or me and one other person, who has always come from the existing pool of developers we have.
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I do participate in reviewing resumes and conduct interviews, Some times some candidates gives GOOD interview but when they work in my team I feel, Do I really select a PROPER candidate/team member ? 
An IMPROPER team member can drill down overall team performance. so i think, Sometimes Selecting a new team member is like to buy some thing in dark
Find More .Net development tips at : .NET Tips
The only reason people get lost in thought is because it's unfamiliar territory.
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.. I could atleast participate in the interviews for potential team members (if not hire them directly) AND any feedback of mine had actually been counted..
I've got to admit, this survey has actually touched my nerve! Good one!! 
Your time will come, if you let it be right.
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You will surely get a chance as time goes and you gain new position and a lot of experience accordingly to company.
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I train the newbies for a time and give feedback, sometimes my opinion can help in the decission of keeping him/her or not.
M.D.V. 
If something has a solution... Why do we have to worry about?. If it has no solution... For what reason do we have to worry about?
Help me to understand what I'm saying, and I'll explain it better to you
Rating helpful answers is nice, but saying thanks can be even nicer.
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What are things you consider while giving opinion about a newbie
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Has he improved since he/she started?
Is he/she willing to learn?
Does he/she accept the "rules" or structure of our team?
When not agree with something, says it with logical reasons to defend his/her point of view (what for me shows strength of character)? Is he/she disposed to debate?
Is his/her mood while working OK? Or is always b1tching about anything?
and so on...
M.D.V.
If something has a solution... Why do we have to worry about?. If it has no solution... For what reason do we have to worry about?
Help me to understand what I'm saying, and I'll explain it better to you
Rating helpful answers is nice, but saying thanks can be even nicer.
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Thanks.That was a nice one.
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You are welcome
M.D.V.
If something has a solution... Why do we have to worry about?. If it has no solution... For what reason do we have to worry about?
Help me to understand what I'm saying, and I'll explain it better to you
Rating helpful answers is nice, but saying thanks can be even nicer.
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Hmm, I suspect most of these questions can only be answered while you are hiring a potential team member from within your company (maybe, from the resource pool or from another project). They won't apply for the one who is joining your company as a "fresh hire" (not sure about the exact term for that) into the company. 
Your time will come, if you let it be right.
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That's exactly the point, and that is why I said "Not while hiring"
I am the one training them. My influence point is not by hiring, but by keeping them after the "test" period (in germany usually 6 months)
M.D.V.
If something has a solution... Why do we have to worry about?. If it has no solution... For what reason do we have to worry about?
Help me to understand what I'm saying, and I'll explain it better to you
Rating helpful answers is nice, but saying thanks can be even nicer.
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... because I do multiple options on this list and selecting one does not include selection of another.
I'm retired. There's a nap for that...
- Harvey
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agree
Thanks
Do not forget to comment and rate the article if it helped you by any means.
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I need to select all these:
I participate in interviews for new team members
I get to meet new potentials
I get to review resumes, code or other work done by new potentials
I get to provide other input
I don't get to provide any input on new team members
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Agreed on the multiple choice option - I've had a couple of these over the years. At one company the manager didn't even consider our feedback so it was pretty much a futile exercise.
"Computer games don't affect kids; I mean if Pac-Man affected us as kids, we'd all be running around in darkened rooms, munching magic pills and listening to repetitive electronic music."
-- Marcus Brigstocke, British Comedian
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.. not only the guy with a degree of Ph.D in software engineering, and also isn't the hacker guy of your town.
I am a part of people who develop indie softwares, and mostly I am working alone so I might not be able to provide a best option and methodology to select the programmers for your company. But Bill Gates said,
Bill Gates: If you get to hire a programmer, look at his source code. If he writes a lot of code don't hire him.
Which means, that to tell that the programmer you're hiring is best just because he made an awesome software application is useless. You should keep a note of his reviews on other softwares, the critical he gets the better he would write the similar application. When I have to work with someone, I try to read his code, his postings, to understand the real he.
So, only one option to decide which programmer would be fit for job is not good choice. You need to create a set of requirements for a programmer, his mathematical decisions, his logic solving IQ level, his answering tactics and so on. These all combine to define a programmer. In my town there are many who call themselves to be the best I even praised them when I was 15, but as soon as I came to learn programming, I found the concept of writing lengthy code is not what matters. The concept of writing efficient application is what matters the most.
Good luck programmers.
You only get one shot, do not miss your chance to blow
This opportunity comes once in a lifetime, yo - Eminem
~! Firewall !~
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But I think with some experience and research only we can write efficient and short code.
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Not only we, but anyone with basic understanding of concepts of programming and a programming object model. Anyone can write an efficient code. For that, we first of all need to draw a pseudo- of our requirement. We then extract the objects required, their properties. Once the sketch has been drawn, we can come up with the most efficient way of doing the programming thing.
Not only we, but any programmer!  Sorry to disagree!
You only get one shot, do not miss your chance to blow
This opportunity comes once in a lifetime, yo - Eminem
~! Firewall !~
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