Any organisation can achieve success only when its candidates are skilled. They should be able to work in the changing technical world. Therefore, the evaluation of technical skills at the time of the interview is a big challenge for the interviewer.
It is very important for the interviewer to have technical knowledge while taking a technical skill-based interview. Only then can eligible candidates be hired.
In this blog, we will talk about the strategies and tips that are essential to evaluating the technical skills of the candidate at the time of the interview. If you follow all these guidelines, you can easily hire interviewer-skilled candidates who can lead their organization and make it successful.
Define the Technical Skills Required
Before starting the hiring process, it is essential for employers to clearly define the technical skills required for the position. This step helps in creating accurate job descriptions and assessing candidates effectively. Employers should consult with the hiring manager and relevant stakeholders to identify the core technical skills needed for the role. These skills could include programming languages, software proficiency, hardware knowledge, or any other specific expertise required.
Prepare Interview Questions
Developing a well-structured interview questionnaire is vital for evaluating technical skills. Employers should design questions that directly address the identified skills. Open-ended questions, hypothetical scenarios, or real-world problem-solving exercises can help assess a candidate’s ability to apply their knowledge in practical situations. For example, asking a software developer to explain how they would approach debugging a complex codebase can provide valuable insights into their problem-solving abilities.
Utilize Practical Assignments
Supplementing traditional interviews with practical assignments is an effective way to evaluate technical skills. Assignments can be tailored to the specific role, allowing candidates to showcase their expertise. For instance, a web developer can be asked to create a simple web application or debug an existing piece of code. Practical assignments not only provide a hands-on evaluation of a candidate’s skills but also give them an opportunity to demonstrate their problem-solving capabilities and creativity.
Conduct Technical Tests
Technical tests or coding challenges are valuable tools to assess a candidate’s coding proficiency and problem-solving abilities. Employers can either administer these tests during the interview or assign them as pre-screening assessments. Platforms like HackerRank and LeetCode offer ready-to-use coding challenges, while employers can also create their own customized tests. Evaluating a candidate’s approach, code efficiency, and ability to write clean, maintainable code will help determine their technical competence.
Consider Pair Programming
Pair programming is an interactive technique where an employer pairs up with a candidate to jointly work on a coding problem or a project. This approach provides an opportunity to assess a candidate’s technical skills, teamwork, and communication abilities simultaneously. Through pair programming, employers can gauge how well a candidate collaborates, explains their thought process, and adapts to feedback. It also allows employers to observe a candidate’s coding style and problem-solving techniques firsthand.
Evaluate Personal Projects and Contributions
Reviewing a candidate’s personal projects or open-source contributions can provide valuable insights into their technical skills. Employers should ask candidates to share examples of their work, such as GitHub repositories or portfolios. This allows employers to evaluate the candidate’s coding style, problem-solving approach, and their ability to work on real-world projects. Personal projects often demonstrate a candidate’s passion for their craft and their commitment to continuous learning.
Consider Behavioral Interview Questions
While technical skills are essential, it is equally important to evaluate a candidate’s behavioral traits, as they can significantly impact their effectiveness in a team. Incorporating behavioral interview questions into the interview process helps assess a candidate’s communication skills, ability to work in ateam, and their problem-solving approach in a collaborative environment. Questions like “Describe a situation where you faced a technical challenge and how you resolved it” or “Tell us about a time when you had to work on a complex project with a tight deadline” can provide insights into a candidate’s adaptability, teamwork, and problem-solving abilities.
Involve Subject Matter Experts
Incorporating subject matter experts (SMEs) into the interview process can be immensely beneficial, especially for assessing highly specialized technical skills. SMEs possess deep knowledge and expertise in specific domains and can provide valuable insights into a candidate’s proficiency. Involving SMEs in technical interviews allows for a more comprehensive evaluation and ensures that the hiring decision is based on an accurate assessment of the candidate’s skills.
Provide Real-world Scenarios
Simulating real-world scenarios during interviews can help employers assess a candidate’s ability to apply their technical skills in practical situations. Presenting candidates with scenarios relevant to the job role and asking them to propose solutions or suggest approaches can shed light on their problem-solving abilities, critical thinking, and domain knowledge. Real-world scenarios provide a glimpse into how candidates would handle challenges they might encounter on the job.
Offer On-the-Job Trials
In some cases, employers may consider offering on-the-job trials or internships to evaluate a candidate’s technical skills in a real work environment. This approach allows candidates to showcase their abilities firsthand, while employers can assess their performance, collaboration, and adaptability. On-the-job trials provide a more accurate evaluation of a candidate’s technical skills, as they get to work on actual tasks and projects within the organization.
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Conclusion
Assessing technical skills during interviews is a critical step in the hiring process for technical roles. By implementing the tips mentioned above, employers can make more informed decisions, ensuring they select candidates with the right technical expertise for the job. From defining the required technical skills to utilizing practical assignments, technical tests, and pair programming, these strategies provide a holistic approach to assessing candidates’ capabilities. Additionally, considering personal projects, behavioral interview questions, and involving subject matter experts can further enhance the evaluation process. By following these tips, employers can build a skilled and capable technical team that drives their organization’s success.
