Executive Summit 2024 - Nov 18-20

Mastering Candidate Evaluation: A Comprehensive Guide for Technology Hiring Managers

Article by Tim Glennie, Managing Partner, Bridgeview

Navigating the complexities of candidate evaluation can be streamlined with a clear understanding of what you seek in a candidate. This clarity allows you to effectively structure your interview process. Below, we share a two-part assessment approach to guide you in this crucial task.

1. The Overall Assessment

This stage evaluates whether the candidate aligns with your core requirements, including:

  • Preparation: Has the candidate adequately prepared for the interview, showcasing their seriousness about the role?
  • Motive: What drives the candidate? Are their career goals aligned with the position?
  • Technical Experience: Does the candidate possess the necessary technical skills and experience for the role?
  • Overall Fit: Is there a synergy between the candidate’s approach and your team’s culture?
2. Technical Assessment

This focuses on the specific technical skills required for the role. Identify 3-5 core skills essential for the position and evaluate the candidate’s proficiency in these areas.

Assigning Interview Roles: After establishing your assessment criteria, decide who on your team will conduct each part of the interview:

  • Culture Fit & Energy: Choose a team member who exemplifies your team’s spirit to assess these aspects.
  • Experience, Motive, and Preparation: Typically, the hiring manager is well-suited for evaluating these areas.
  • For technical assessments, consider involving multiple team members:

Assessment Example for a Java Developer Role:

  • A Senior Developer could assess Core Java & Architecture.
  • A Team Lead might evaluate Analysis & Design, and SDLC.
  • A Test Lead could focus on the candidate’s QA/Test abilities.
Sample Assessment Template:

For each criterion, there are 5 data points. First, provide a rating of 1-5, with 5 bring the highest score. At the end of each section, select yes/no/maybe to indicate if you think the candidate is an overall fit for the role based on the criteria in the section. It is a good idea to add a comments section as well, so details can be provided to explain their answer.

Overall Assessment (Java Role)

Culture Fit:
Energy:
Experience:
Motive:
Preparation:
Rating (Yes/No/Maybe):
Comments:

Technical Assessment (Java Role)

Core Java:
SDLC Understanding:
Analysis & Design:
Architecture:
Testing:
Testing:
Rating (Yes/No/Maybe):
Comments:

A well-structured candidate evaluation process is key to making informed hiring decisions. By clearly defining the roles and responsibilities within your interview process and focusing on both overall and technical assessments, you can effectively gauge the suitability of candidates for your team. Remember, the goal is not only to find a technically proficient candidate but also one who aligns with your team’s culture and values, ensuring a harmonious and productive work environment.

This article was first published by Bridgeview. View the original article here.

POSTED IN
Bell
Subscribe
to the weekly TechServe Industry Update Newsletter
more blogs
Join The TechServe Community
Member Network
STAFFING
FIRMS
Networking, training, proprietary products and services to enhance efficiency and foster growth and profitability for your staffing firm
Suppliers Network
INDUSTRY SUPPLIERS
Opportunities to build awareness and connect with decision makers. Get added exposure to your target audience for your products and services
Need help with your account?

Community

Connect with fellow members

Webinar Replays

Access your training

UPCOMING EVENTS

View and siign up for upcoming events

Insights

View exclusinve reports and insights