The traineeship programme at Aspire Systems is an opportunity for many people to challenge themselves as a Frontend Developer. Due to the fact that for the majority of people it will be their first approach to working in the profession, the recruitment process can be stressful. In this article, we’ll tell you who the frontend developer is and how to go through the recruitment process with a smile on your face.

Who is a Frontend Developer?

To illustrate what a Frontend Developer deals with, let’s take a simple on-line store as an example. If we look at it from the technical side, we can divide it into two parts:

  • Frontend, which is seen not only by customers but also by shop admins
  • Backend, which is responsible for the correct, safe operation in communication with the database and the network

Frontend Developers focus on the first part. They care not only about the appearance of the website (graphics, UI Design), but also the ease of its usability and UX, accessibility, user-side optimization, adaptation to different devices (Responsive Web Design), and even search engine positioning (SEO).

If this job description suits you and you have knowledge of JavaScript, you can go ahead and apply to our traineeship programme, even if you do not have experience. There are good sides to being a freshman in the industry, namely, you have no old habits or bad practices

Recruitment process at Aspire – Frontend developer’s CV

Imagine your CV is really a template for a new website. It is important that it is neat, transparent and readable. From the frontend perspective, these three features are above all else. It is not important whether you use ready-made solutions from the internet, or are creative and original. The most important thing is that you stick to repetitive patterns.

A disordered CV is usually ignored because it shows the candidate’s attitude to the profession as well as to the quality of work. The Developer’s Frontend CV must be ‘nice’. It’s not about using flashy colours or fancy fonts. It’s enough to be concise with the correct formatting and style. Margins and paragraphs should be even, the bulleted lists should be unified, the font size fixed, and the justified text should not contain gigantic spaces between words, not to mention the cropped photos or spelling mistakes.

Tools knowledge

A Frontend Developer is still a programmer and needs the right tools to be able to work. Not everyone writes about it, but it is a big plus if you mention what programs you know. Knowledge of Visual Studio Code or Adobe Photoshop is a really good start. For a recruiter, this is a sign that the candidate will be easier to implement.

Education

Having a qualification in Information Technology is not a prerequisite to becoming a developer. It is quite obvious, especially in the field of IT, where you can develop in various ways without being a graduate. However, it is true that these studies help not only in searching for a job, but also allowing us to understand what all this technological magic is actually based on.

Technical conversation

With the process of learning and sending off the resume behind us, the next stage of recruitment is the interview. Because it is not known who we will talk to, this is one of the biggest problems for both job seekers and the technical recruiter. Usually, though, it turns out to be not so bad; the conversation can be both professional and fun. The most important thing is to keep your cool.

Honesty and attitude to the position

During the conversation with the candidate, particular attention is paid to the logic of his speech. This is not about the richness of technical language but about making sure of its intentions. Do they contradict themselves in subsequent sentences? No employer wants to have an insincere employee. I can understand that people might be unsure what they want to do in the future and might want to try different opportunities – there is nothing wrong with that – but I encourage you to be honest about this during the interview.

Don’t be afraid to ask

Candidates for the position of a trainee or a junior usually come with little technical knowledge. After all, they want to develop, learn about programming and the business. For this reason, asking questions during recruitment is well regarded. It is not about admitting ignorance, but about showing a willingness to fill this gap, to avoid mistakes in the future.

Recruitment finale

At the end of the recruitment, you have every right to expect information from the employer. At Aspire, there is a widely developed feedback culture and you will definitely get tips and advice from us for the future.

What you hear after the recruitment interview will be a binary “yes” or “no”, “welcome aboard” or “we will see you next year”. Let me stress the idea that the negative answer doesn’t end your career in a given company. I know from my own experience. Just because you didn’t get your dream position doesn’t mean you were unfit for it. “No” does not mean that it’s over.