Technical Interview. In this phase, XXXx discuss candidates’ past experiences— accomplishments and challenges alike—to discover skills that will enable them to thrive at client project. In this phase SMEs identify most important past experiences in a detailed way, focusing on candidate’s specific role and key actions that can critical to success o Soft skills interview –Xxxxxxx believes that the best way to assess candidate problem- solving skills is to discuss a real Client’s business problem with candidate, this case interview help us to understand that how a candidate can: • Structure a tough, often ambiguous, business problem • Decide which issues are important to focus on • Deal with facts and data—and their implications (numerical and otherwise) • Formulate conclusions and recommendations to solve the problem • Articulate your thoughts during a fast moving discussion o Behavioural event interview –As a complement to our technical and soft skills interview, we ask candidate to take a multiple-choice test to demonstrate their analytical skills. It consists of questions, based on real client cases, with no business background required. o How the Respondent will conduct reference checks on staff. As a part of Spectra’s screening criteria, each candidate is required to provide a minimum of three professional references. We use this information to better understand the individual’s experience, skill level and work ethic, so that we place the candidate in the job best suited to his or her background. A thorough reference check by the Recruiting Manager allows us to assess: • Nature of association with candidate, including relationship and dates of employment • Technical responsibilities • Evaluation of technical performance • Communication/presentation/interpersonal skills • Reliability/punctuality/ability to meet deadlines • Reasons for leaving • Eligibility for rehire Only after completing this mandatory reference check process, a candidate is moved forward in the hiring process. o How will Respondent have staff demonstrate their experience prior to submission to State as candidate for a Request for Quote. To verify the candidate’s experience, we employ a meticulous interview and assessment process. During candidate’s interview with SME panel, previous work experiences are discussed in detail. In this phase SMEs identify most important past experiences in a detailed way, focusing on candidate’s specific role and key actions that can critical to success of Client’s project. In...
Technical Interview. Typically, when hiring, we also ask a senior consultant with technical expertise to interview the candidate to verify a good fit. Our senior consultant will concentrate on the candidate’s technical and business knowledge, overall professionalism, interpersonal skills, and communication skills. The candidate must be able to answer questions clearly and concisely, discuss and compare various technologies, and demonstrate a conceptual knowledge of how using IT supports the needs of large organizations.
Technical Interview. Mindlance Subject Matter Experts (SME) qualify candidates using a proprietary written or standardized test, ask questions about the candidate’s skill levels and expertise, and verify information on the Skills Inventory Application Supplement.
Technical Interview. Subject Matter Experts rate technical skill proficiency ▪ Soft Skills Interview – Interpersonal skills, communication skills, location, environment and business sector preferences, and personality profiling ▪ Behavioral Event Interview – Designed to elicit open-ended responses based on prior employment history When suitable candidates have been identified, they undergo a rigorous screening process that includes: ▪ A thorough assessment of prior work history and education ▪ A blended interview including both traditional and behavioral event questions ▪ Statistically-validated hard skills assessments which cover hundreds of different skill types, with appropriate assessments selected by the Account Manager based upon the hard skill requirements uncovered during the requirements meeting ▪ A minimum of two professional references ▪ Appropriate background screening, based on the State’s requirements o How the Respondent will conduct reference checks on staff.
Technical Interview. If the recruiter finds the candidate suitable during the preliminary interview, the candidate will be scheduled for a technical interview(s). It may be one or more of the following: • Technical interview with a senior technical lead • A panel interview consisting of more than one technical interviewer • A series of technical interviews with at least two technical interviewers The interviewer(s) define the questions and criteria prior to the interview and use the same set of questions for each candidate in the same job title. Depending on the position and customer requirements, the candidate maybe asked to provide documentation to the interviewer(s) to demonstrate the candidate’s knowledge and skill level. The technical interviewers provide their assessment of the candidate by completing a written feedback form within 24 hours of the interview.
Technical Interview a. Review resume and prepare questions using question bank list to ensure complete coverage
