How can you evaluate a candidate's industry-specific experience?

More than phone or resume screening, it is important to have a detailed discussion with the candidate. For example, if we are looking forward to a Java developer who has worked in the telecom or semiconductor industry, First, we will shortlist only those resumes of Java developers who have worked for companies like Nokia, Samsung, Ericsson, AT&T, Qualcomm,Amdocs etc. After shortlisting, it is important to check whether the industry experience is recent or a past one. How well they are proficient with the technologies that the JD demands, along with how much in-depth knowledge they hold about that specific industry. Industry-specific assessment is as important as skill-specific assessment.??

Evaluating a candidate's industry-specific experience is crucial to determine their suitability for a particular role. Here are few steps we can take in order to achieve the necessary results. Resume Review Technical Assessments Job-Specific Questions Industry Knowledge Assessment Behavioral Interview Questions Scenario-Based Questions Networking and Professional Connections Certifications and Training Combining multiple assessment methods will provide a more holistic understanding of a candidate's capabilities in a particular industry.

While technical evaluations will give you a good idea of someone’s skillset, it also helps to ask good questions. ????in which position did you use this program? ????were you using this in a tactical or strategic way? ???? what would you like to learn more about and how would having that knowledge help you to do other things? When someone really knows something inside and out they can talk about it. ??

When we are in school we are thrown information and those who are auditory learners can grab that information quickly. Some are great at memorizing things and do well on multiple choice tests. But that doesn’t mean they understand the information. ?? While they might be able to pull stored information, it is a completely different thing to know how to process it and then use it. That is a whole different story! ??

In my experience a simple phone screening is not sufficient to fully evaluate a persons industry experience. It is rather a forum for talent acquisition and recruiters to query about a candidate’s motivation to change and understanding of the role at hand in relation to his current responsibilities. To benefit the recruitment process moving forward expectations regarding compensation, working from home arrangements and notice period should be the focus of a screening call.

The “First 90 Days on the Job” is a good indicator of industry relevant experience by posing a question that requires the candidate to outline their first 90 days in the new position. This could include their approach to learning the ropes, integrating into the team, and contributing to projects. Look for indicators of adaptability, initiative, and strategic thinking during this critical stage in the recruitment process.

Asking open-ended situational questions is very helpful in these situations. When I interview a restaurant manager, I'll ask specific questions about navigating food cost, controlling labor, or addressing food safety issues. These questions will very quickly make it clear whether they have the skills necessary.

When someone knows something inside and out, they are able to talk about their experience from tactical to strategic ways. Asking open ended questions allows you to see how they express their ability to do something. But if someone is going in to a role where they are also teaching or supervising someone that is an entirely different level to evaluate them in. This is the part of the hiring process that will never be able to replace a human! ??

Utilize reference checks to gain insights into how the candidate's industry experience translated into tangible results. Contact previous employers or colleagues who can speak to their industry knowledge and performance to conclude a high quality staffing service.