Evaluating Candidates
Evaluating candidates refers to the systematic process of assessing job applicants to determine their suitability for a position based on their skills, experience, and potential cultural fit within an organisation.
Purpose
The purpose of candidate evaluation is to ensure that the most suitable candidates are identified, assessed, and selected to fill roles that match their qualifications and align with the organisation's culture and values.
- Ensures Role Compatibility: Helps in matching the right candidate with the right role, based on skills and cultural fit.
- Improves Retention Rates: Proper evaluation leads to hiring candidates who are more likely to be satisfied with their roles and stay longer with the company.
- Enhances Team Performance: By selecting candidates who align with the team and organisational culture, overall team cohesion and performance improve.
Context
Industry Context
In product development there is the concept of a 10x team member. But the same person can struggle in a different team. The difference is the team scope and composition. The evaluation process is critical to ensure that the right candidate is selected for the right team.
ZeroBlockers Context
Product Teams will be trusting the Stream Teams to identify the best features to develop to achieve the product vision. The evaluation process is critical to ensure that the Stream Teams have the best possible team members who are both capable and excited to take on the challenge.
Methods
| Method | Description | Benefits |
|---|---|---|
| Initial Screening | Reviewing resumes, cover letters, and applications to shortlist candidates. | Efficiently filters out unqualified candidates. |
| Skills Assessments | Evaluate the candidate's technical skills and knowledge relevant to the role. This can include coding tests, case studies, or other practical assessments. | Ensures the candidate possesses the technical expertise required for the role. |
| Behavioural Interviews | Ask the candidate questions about past experiences to understand their problem-solving approach, teamwork abilities, and cultural fit. | Provides insights into the candidate's thought process and how they might perform in real-world situations. |
| Bar Raiser Program | Involving a senior team member or external expert in the evaluation process to ensure high standards are maintained. | Raises the bar for candidate evaluation and selection. |
| Take Home Assignments | Assign a real-world task or project for the candidate to complete at home and submit within a specified timeframe. | Allows candidates to showcase their skills and creativity in a low-pressure environment. |
| Reference Checks | Contacting the candidate's previous employers or colleagues to verify their qualifications, experience, and work ethic. | Validates the candidate's claims and provides insights into their past performance. |
| Trial Period | Offer the candidate a temporary contract or project to assess their performance in a real-world setting. | Provides a more accurate assessment of the candidate's fit within the team and organisation. |
Anti-patterns
- Overemphasis on Technical Skills: Neglecting cultural fit and potential for growth in favour of technical prowess.
- Single Decision Maker: Relying on a single individual to evaluate candidates, particularly for teams that are desperate to fill a role, can lead to poor hiring decisions.
Case Studies
Building a High-Performing and Diverse Product Team
How Reed UK recruit and evaluate candidates, focusing on the importance of passion, ambition, and diversity to create high-performing product teams.
Reed UK
Building and Scaling UX Teams
How Scaler focused on recruitment and candidate evaluation to build and scale their team.
Scaler
