Bas. on the vacancy requirements! we creat. a checklist for evaluating the candidate during the initial interview. We evaluate the parameters from the checklist on a scale: the closer the candidate’s answer is to “ideal”! the higher the score.
When preparing a job profile! we asia mobile number list determine a certain percentage of compliance – the minimum threshold for passing to the next stage of the interview.
Test task
Tests are ne.. both by us and by the candidates:
A candidate’s portfolio is not how social bookmarking improves information discovery always indicative. From the test task! we understand how the candidate copes with real tasks that he will face daily at work.
By completing the test! the applicant better understands what he will be doing and whether this job is suitable for him.
Let’s talk more about developers! as we have several types of test tasks for them.
There are different types of tests afghanistan business directory for Juniors and Middles. Each of them covers a certain part of the competencies. During the initial conversation! we identify problem areas of a person’s knowl.ge and those in which the person can “swim”. We select a task bas. on this data.
When sending a task! we ask for fe.back when the person can provide the result! and we put a flag for ourselves.