How to Effectively Assess Skills During an Interview
Hiring the right talent is critical to organizational success, and effective skill assessment during interviews plays a significant role in identifying top candidates. The challenge is that while resumes highlight experience, interviews must dig deeper into candidates' practical abilities and cultural fit. Here, we’ll discuss essential strategies for effectively assessing skills, from structured questioning to hands-on assessments, so you can make well-informed hiring decisions that align with your company’s goals.
1. Define the Skills Needed for the Role
Before the interview process begins, take time to clearly outline the specific skills necessary for success in the role. Meet with the hiring manager and team members to create a list that includes both technical competencies and soft skills, such as teamwork or communication. This list will act as a foundation for developing targeted interview questions and practical assessments that align with the role’s demands.
For example, if you’re hiring a project manager, you’ll need to look for organizational skills, problem-solving abilities, and proficiency with project management software. By defining these requirements upfront, you create a consistent standard for evaluating each candidate and reduce the risk of bias. A structured approach to identifying these skills will make the assessment process more efficient and ensure you’re selecting candidates with the right mix of qualifications.
2. Use Structured Behavioral Questions
Structured behavioral questions are among the most effective tools for evaluating a candidate’s skills and past performance. These questions allow interviewers to understand how candidates have handled specific situations, giving insights into their problem-solving abilities, adaptability, and interpersonal skills. The goal is to prompt candidates to share examples that showcase their skills in real-world scenarios.
For instance, instead of asking, “Are you good at managing projects?” ask, “Tell me about a time when you managed a complex project with multiple deadlines. How did you keep everything on track?” This approach helps to avoid generic answers and reveals how candidates think, prioritize, and execute under pressure. Additionally, behavioral questions help to distinguish between candidates who excel in theory versus those who can demonstrate practical problem-solving abilities.
Additional Tip: Use the STAR method (Situation, Task, Action, Result) as a framework for behavioral questions. This encourages candidates to provide structured and detailed responses that make it easier to assess their skills and experience.
3. Incorporate Skills Assessments or Practical Exercises
One of the best ways to evaluate a candidate’s competencies is through skills assessments or practical exercises. These allow candidates to showcase their skills in real time, providing a clear and objective measure of their abilities. Depending on the role, practical assessments could include coding challenges, case studies, or problem-solving exercises relevant to the position.
For technical roles, a coding test might reveal both the candidate’s technical skills and their approach to problem-solving under a time constraint. For creative roles, you might ask candidates to create a quick design mockup or outline a campaign strategy. These exercises not only assess hard skills but also provide insight into a candidate’s work ethic, attention to detail, and resourcefulness.
Additional Tip: Practical exercises are also beneficial for assessing skills that are difficult to gauge through conversation alone, such as technical proficiency or artistic talent. However, ensure that these assessments are relevant to the actual role to avoid placing unnecessary stress on candidates.
4. Evaluate Soft Skills Alongside Technical Competencies
While technical skills are critical, soft skills—such as communication, adaptability, and teamwork—are essential for long-term success and cultural fit. According to recent HR trends, soft skills are increasingly valuable in the workplace, as they often contribute to a harmonious and productive work environment.
Evaluate soft skills by asking situational questions that reveal how candidates navigate interpersonal challenges. For example, to assess communication skills, ask about a time when the candidate had to explain a complex idea to a non-expert. For teamwork, ask them to describe a time when they worked with a difficult team member. This helps gauge their emotional intelligence and ability to handle conflict.
Additional Tip: Use a rating scale to evaluate responses to these soft skill questions. This adds consistency to the assessment and enables the interview team to more objectively compare candidates.
5. Involve Multiple Interviewers for a Balanced Perspective
Bringing in multiple interviewers or forming an interview panel can enhance the accuracy of skill assessments and provide a more holistic view of the candidate. With different interviewers focusing on specific aspects of the candidate’s skills or experience, you can gain a well-rounded understanding that might be missed by a single interviewer.
A panel also helps reduce individual biases. While one interviewer might emphasize a particular technical skill, another might bring attention to the candidate’s adaptability or communication style. This diversity in perspectives ensures that the candidate is assessed from multiple angles, contributing to a fairer and more balanced decision.
Additional Tip: Ensure that the interviewers’ roles are clearly defined before the interview begins. Assign each interviewer specific areas to focus on—such as technical skills, culture fit, or career potential—so that the process remains organized and efficient.
6. Look for Potential, Not Just Experience
In today’s fast-paced work environment, a candidate’s potential to learn and adapt is just as important as their current skill set. Candidates who may not have every required skill can still be valuable hires if they show a strong learning mindset and willingness to grow. Emphasize this approach by asking questions that reveal how the candidate has previously learned new skills or adapted to new environments.
For instance, you could ask, “Tell me about a time when you had to quickly learn a new skill or technology for a project. How did you approach it?” This line of questioning uncovers their capacity for self-directed learning, resilience, and adaptability—all qualities that are especially valuable in dynamic or rapidly evolving industries.
Additional Tip: Keep an open mind about candidates who demonstrate strong potential, even if their experience isn’t a perfect match. Hiring for growth potential allows you to bring in talented individuals who can thrive and contribute long-term as they gain experience.
Conclusion:
Effectively assessing skills during interviews requires a blend of preparation, structured questioning, practical assessments, and an eye for potential. By defining the necessary skills, using structured behavioral questions, incorporating practical tests, evaluating soft skills, involving multiple interviewers, and looking for adaptability, you can gain a thorough understanding of each candidate’s qualifications. This intentional, multi-faceted approach will lead to better hiring decisions, helping you build a team of skilled and adaptable professionals who are well-suited to your organization’s culture and goals.