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Assessing Technical Candidates on the Social Web
Andrea Capiluppi
Brunei University
United Kingdom
Andrea.capiluppi×Brunei.ac. Alexander Serebrenik Eindhoven
University of Technology
The Netherlands
a.serebrenik×Tue.
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How to fill out assessing technical candidates on
01
Start by creating a structured assessment plan for technical candidates.
02
Define the key skills and qualifications required for the position.
03
Develop a set of relevant technical questions to evaluate the candidate's knowledge and problem-solving abilities.
04
Conduct initial screening interviews to assess the candidate's communication skills and their understanding of the role.
05
Use coding exercises or technical tasks to evaluate their coding proficiency and problem-solving skills.
06
Arrange practical tests or simulations to assess their ability to apply knowledge in real-world scenarios.
07
Consider conducting reference checks to gather feedback from previous employers or colleagues.
08
Evaluate the candidate's performance in terms of their technical skills, adaptability, teamwork, and potential for growth.
09
Maintain objectivity and base your assessment on factual evidence and data gathered throughout the evaluation process.
10
Finally, provide constructive feedback to the candidate and make an informed decision based on the assessment results.
Who needs assessing technical candidates on?
01
Companies and organizations in need of hiring technical professionals.
02
Technical recruiters or HR departments responsible for talent acquisition in IT or technical fields.
03
IT consulting firms or agencies assisting clients in finding suitable technical candidates.
04
Startups or established tech companies looking to expand their technical teams.
05
Organizations undergoing digital transformation or implementing new technologies requiring specialized technical skills.
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