Understanding the Role
Start by comprehensively understanding the job specifications. Distinguish between 'must-have' and 'nice-to-have' skills. This clarity will guide your questioning strategy and help in evaluating candidates against the role's genuine requirements.
Crafting Pertinent Questions
Develop a list of open-ended questions that gauge technical skills, problem-solving abilities, and cultural fit. Include situational questions that reveal how candidates approach real-world engineering challenges.
Technical Assessment
Incorporate a technical evaluation to test practical abilities. This may involve a coding exercise, system design problem, or a review of the candidate's previous work. Ensure tasks are relevant to the daily responsibilities of the role.
Behavioral Evaluation
Evaluate soft skills through behavioral interview techniques. Ask about past experiences to assess teamwork, leadership, and conflict resolution skills. These are critical in how engineers interact and solve problems collaboratively.
Situational Judgement Test
Present hypothetical scenarios related to the job's challenges. Observe the candidate's reasoning and decision-making process. This provides insight into their practical application of knowledge and adaptability to new situations.
Involving the Team
Include engineers from your team in the interview process. They can provide technical insights and help assess the candidate's compatibility with the existing team dynamics. Peer interviews can be revealing on multiple levels.
Post-Interview Analysis
Conduct a structured review of the candidate's performance post-interview. Combine feedback from all interviewers to make a holistic decision. Consider both technical prowess and cultural fit for a well-rounded assessment.
What guides questioning strategy?
Candidate's previous salary
Role’s genuine requirements
Interviewer's personal interest
Company