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.
