Tips for Measuring Candidates During Your Technical Assessments
The job of a hiring manager is to find, assess, and retain the best talent for the position. While evaluating initial credentials is fairly straightforward, assessing a candidate’s technical skills can be an entirely different beast.
The world is moving in a digital direction, and nearly every organization has a need for tech-savvy employees. Finding the right person for the job isn’t always as easy as checking off qualifications on a résumé. Technical functions—like coding—are best measured using an online interview platform that can record and aid in the analysis of their performance.
But keep in mind that even a phenomenal computer programmer won’t bring much to the table if they lack basic communication skills. A company’s culture is about more than just a collective hub of talented individuals all doing their own thing. Everyone should have the ability to work together towards a singular goal; understanding the role they play on a holistic level.
Not every hiring manager has technical experience, so what can they do to reduce that learning curve? Gaps in technical knowledge can be filled using a mixture of communication between the IT and hiring departments, and a multi-tiered assessment that looks at every relevant aspect of a candidate’s interview performance.
What to look for during an interview
Interviewing for technical positions begins with an understanding of human metrics, or the hard and soft skills necessary to do the job. A technical interview is a process that includes more than one evaluation. The hiring manager will need to know how to identify information that can give real insight into the candidate’s skill set.
It’s not just about whether they can solve a complicated problem, it’s about how they communicate the process to the people they’ll be working with. These are the hard skills that act as a gatekeeper for the position. Before moving forward with the interview process, you’ll need to know whether the applicant can fulfill the basic job requirements—otherwise, you’re only wasting their time and yours.
When it comes to hiring technical staff, their employment history and accomplishments are extremely relevant. Don’t just ask about the place where they worked; make an effort to learn more about their role in different projects, the speed at which they progressed through the company, and the reason they left former positions. A person who’s highly skilled and talented in a technical position will climb through the ranks quickly. Asking for a detailed history can shed some light on their skill level, ability to work with others, and their potential for growth.
Even a brand new college graduate may have broken new ground during their time at school. Listen to what the candidate has to say, and how they say it. A real asset is authoritative without being arrogant and is always open to learning new techniques and materials.
Improve your results with these assessment strategies
Probing deeper into a candidate’s qualifications can expose hidden talents and weaknesses. It’s a matter of asking the right questions and understanding how to interpret the results. These strategies can help:
Look at their notes
During a technical assessment, a candidate is usually encouraged to solve a wide array of different problems. An online interview can record the results, the time it took to complete a problem, and the accuracy of their solutions.
Under pressure, it’s easy to make mistakes, and when an interview doesn’t mimic a realistic scenario for your company, then it’s important to consider the thought process of the candidate. Encourage them to take notes, and review these with them afterward. This provides valuable insight into their problem-solving skills and their ability to communicate under pressure.
Challenge the candidate
It’s important to hire people who are capable of thinking outside the box and who rise to every occasion. Consider asking them a question or giving them a problem that’s outside of their specified comfort zone. Gauge the candidate’s response, and carefully measure how they react when frustrated. It’s okay to get flustered, but giving up or getting angry can expose poor coping mechanisms. Ask them how they’d find the solution in the work environment and assess the candidate’s problem-solving skills.
Don’t use generic interview questions
It’s easy for a person to go online and come up with the perfect set of answers for “canned” interview questions. An online skill assessment can’t be fooled, but the in-person interview requires some additional finesse. Sit down with the engineering team and come up with a list of questions and scenarios that are original and valuable. Anticipate the answers of the candidate, and lead the interview in a direction that allows you the most insight.
Don’t overlook soft skills
The human metrics necessary for a technical position include a set of hard and soft skills. The hard skills are comprised of the skill sets that are absolutely necessary to do the job. While these are the most essential qualifications, they aren’t the only ones.
Soft skills are those skills that are necessary to survive and thrive in your organization’s culture. These include a candidate’s ability to communicate, work with others, and respond to the professional chain of command. Evaluating these involves a careful assessment of the way the person reacts during every portion of the interview. Their tone of voice, attitude, and professional social skills can all play a part in their ability to succeed and bring something positive to the company.
Streamline the interview with online screening tools
Technical positions require knowledge and the ability to apply it to real-life programming and development scenarios. Codility’s technical screening tools offer a precise approach to candidate assessment that saves time and puts you face-to-face with the most qualified person for the job.
We have the answers to your technical screening and assessment needs. Reach out to us today for more information on what we can do to improve your assessment process.