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What are effective ways to evaluate a candidate's research skills?

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Research skills are essential for success in higher education, especially for candidates who aspire to pursue advanced degrees or academic careers. But how can you assess the research potential and experience of applicants who come from diverse backgrounds, disciplines, and levels of education? Here are some effective ways to evaluate a candidate's research skills in the context of admissions interviews and assessments.

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1 Review the research portfolio

One of the most direct ways to gauge a candidate's research skills is to review their research portfolio, which is a collection of documents and artifacts that showcase their research projects, outputs, and achievements. A research portfolio can include research papers, posters, presentations, grants, awards, patents, and other evidence of research impact and quality. You can use the research portfolio to assess the candidate's research scope, depth, creativity, originality, rigor, relevance, and contribution to their field of study.

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Brad R. Fulton

Professor, Author, Social Sector Expert | Using AI and Network Analysis to Increase Foundations' Impact
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Examine whether their collaborators complement or duplicate their research skills. High-quality researchers know their strengths and their limits. They collaborate with others who can offset their weaknesses.

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Dr. Faisal Sheikh

'Accounting Navy SEAL' : Principal Lecturer, Qualified Accountant (FCCA), & Published Author (4 Books)
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Review their research workto assess depth of knowledge and quality of work. Ask about their research methodologies, including data collection, analysis, and interpretation techniques. Pose hypothetical research scenarios or case studies to gauge problem-solving abilities and critical thinking skills. Inquire about their experience with research tools, software, and techniques relevant to the field. Additionally, request references or recommendations from supervisors or colleagues familiar with their research work to gain insight into their performance and capabilities. Finally, the following are potential red flags: if they are listed as the third author or later on peer reviewed papers or regularly appear in special edition journals.

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2 Ask behavioral questions

Another way to evaluate a candidate's research skills is to ask behavioral questions, which are questions that ask the candidate to describe specific situations or scenarios where they applied their research skills in the past. Behavioral questions can help you understand how the candidate approached a research problem, what methods and tools they used, how they analyzed and interpreted data, how they communicated and collaborated with others, and how they handled challenges and feedback. You can use the STAR technique (Situation, Task, Action, Result) to structure your behavioral questions and elicit concrete and detailed responses from the candidate.

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3 Conduct a research task

A third way to evaluate a candidate's research skills is to conduct a research task, which is a practical exercise that tests the candidate's ability to perform a specific research-related activity or function. A research task can vary depending on the field, level, and purpose of the assessment, but some examples are: conducting a literature review, designing a research proposal, analyzing a data set, presenting a research finding, or critiquing a research article. You can use a research task to assess the candidate's research knowledge, skills, and attitudes in action, as well as their time management, critical thinking, and problem-solving abilities.

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Maruf Abdullah

Statistician | MEAL Specialist | Researcher | Data Analyst | R | SQL | POWER BI | ODK | SPSS | AMOS | STATA | MINITAB
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People research skills is best see by assessing their ability to execute the task. One of the ways to start with is to ask the person to design a research proposal aiming to assess and address a specific problem. If the person is able to design a proposal that spells out the problem and craft the objective of the study based on the problem , methodology that suit the study, then the person is a good candidate to pursue the research.

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4 Assess the research fit

A fourth way to evaluate a candidate's research skills is to assess their research fit, which is the degree of alignment and compatibility between the candidate's research interests, goals, and values and those of the program, department, or institution they are applying to. Research fit can affect the candidate's motivation, engagement, satisfaction, and performance in their chosen field of study. You can assess the research fit by asking the candidate about their research aspirations, passions, and preferences, as well as their expectations, needs, and concerns regarding the program, department, or institution they are applying to.

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5 Solicit feedback from referees

A fifth way to evaluate a candidate's research skills is to solicit feedback from referees, who are people who can vouch for the candidate's research experience, achievements, and potential. Referees can include previous or current supervisors, mentors, collaborators, or peers who have worked with or observed the candidate in a research context. You can solicit feedback from referees by asking them to provide a letter of recommendation, a rating scale, or a structured questionnaire that covers the candidate's research strengths, weaknesses, and areas of improvement.

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6 Use multiple sources and methods

A final way to evaluate a candidate's research skills is to use multiple sources and methods, which means combining and triangulating different types of information and evidence that can provide a comprehensive and holistic picture of the candidate's research capabilities and suitability. Using multiple sources and methods can help you reduce bias, increase validity, and enhance reliability in your evaluation process. You can use multiple sources and methods by integrating and comparing the results of the research portfolio, behavioral questions, research task, research fit, and feedback from referees, as well as other relevant indicators of research skills.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Douglas AMBER

Member of the Bar
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Three things. First, articles about candidate research skill tend to focus on analysis, data presentation, and software proficiency. Those things are important. There are, however, other important things to consider. Second, conscientiousness, industriousness, integrity, intelligence, people-skills, personality-fit, and work ethic, etc. are important, too. References used to do the trick. Now, people are afraid to write “honest” ones. Third, some research isn’t primarily analytical. Legal research, for example, uses abduction and other unfamiliar ways of thinking. To solve problems related to this, many employers use some sort of mutual-fit trial period, i.e. clerkships, training contracts, and vac schemes, etc. Good luck….

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What are effective ways to evaluate a candidate's research skills?

1

2

3

4

5

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1 Review the research portfolio

2 Ask behavioral questions

3 Conduct a research task

4 Assess the research fit

5 Solicit feedback from referees

6 Use multiple sources and methods

7 Here’s what else to consider

Higher Education

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What are effective ways to evaluate a candidate's research skills?

1

2

3

4

5

6

7

1 Review the research portfolio

2 Ask behavioral questions

3 Conduct a research task

4 Assess the research fit

5 Solicit feedback from referees

6 Use multiple sources and methods

7 Here’s what else to consider

Higher Education

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