How do you test technical skills in job interviews?

1 Choose relevant and realistic scenarios

One of the most effective ways to test technical skills in job interviews is to present candidates with scenarios or problems that are relevant to the role and the domain. For example, if you're hiring a web developer, you might ask them to build a simple web page or app, or debug a code snippet. If you're hiring a data analyst, you might ask them to analyze a data set or create a visualization. The scenarios should be realistic, but not too complex or vague, and should allow candidates to demonstrate their creativity, problem-solving, and communication skills. You can use online platforms like Codility, HackerRank, or CodeSignal to create and administer coding tests, or use tools like Google Docs, Figma, or Tableau to share and collaborate on other types of tasks.

2 Use a mix of formats and methods

Depending on the role and the level of technical expertise required, you might want to use a mix of formats and methods to test technical skills in job interviews. For example, you might start with a screening test or quiz to filter out candidates who don't meet the minimum criteria, then move on to a live or recorded coding challenge or project to assess their skills in depth, and finally have a technical interview or presentation to evaluate their understanding and reasoning. You can also use different methods to assess different aspects of technical skills, such as multiple-choice questions, open-ended questions, code reviews, pair programming, whiteboard exercises, or portfolio reviews. The key is to balance the difficulty, duration, and relevance of each format and method, and to provide clear instructions and feedback to candidates.

3 Evaluate skills objectively and consistently

One of the biggest challenges of testing technical skills in job interviews is to avoid subjective and inconsistent evaluations that can lead to unfair or inaccurate hiring decisions. To prevent this, you should use objective and consistent criteria to score and compare candidates' performance, such as rubrics, checklists, or automated scoring systems. You should also avoid relying on intuition, impressions, or stereotypes, and instead focus on the evidence and outcomes of candidates' work. Additionally, you should involve multiple evaluators with different perspectives and backgrounds, and calibrate their ratings and expectations before and after the assessment. Finally, you should solicit feedback from candidates and improve your assessment process based on their input and experience.