4 evaluation profiles
In only one hour, we have to not only sell the position to our candidates but also evaluate whether they are suitable at all. We have four main profiles to pay attention to during the interview.
1. TECHNICAL COMPETENCIES.
Throughout the interview, we discuss work experience. We’re focusing on a detailed analysis of the candidate’s team, stack, and level of involvement in each project. Besides, we conduct a basic technical screening. For example, we ask questions about multithreading in Java or about basic algorithms: understanding these is a requirement for some positions.
Before presenting the position, we find out the candidate's needs and wants. What can make them change jobs, what are the factors they pay attention to when looking for a new company, and what can make them stay at their current place. In our cover letter, we present the motivation of the candidate in thin detail. This helps a client get an understanding of the candidate’s personality and also negotiate with them more effectively in the future.
3. BEHAVIOURAL PROFILE.
To see how a candidate will react in certain situations, we ask several case questions. This helps us evaluate whether the candidate is truculent or not, the level of manageability, whether they are self-starters or not, levels of responsibility, their tendency to subordination, and decision-making principles.
Of course, this is a very important skill, especially in international companies. Throughout the interview, a recruiter will ask several questions in English or conduct the whole Interview in English.
The cyberpunk we deserve
How we made a screening of the best of the best developers for working on an AR navigator