First, here are six technical/non-technical points to look for when hiring an engineer
Technical points
Non-technical points
We use this evaluation table to evaluate our candidate engineers in our engineering hiring process. More specifically, the following is our hiring process for engineers. There is no document screening in the selection process, and all items are evaluated through three rounds of screening to determine whether the candidate is hired. Bolded letters indicate points we look at intensively, and acceptable letters indicate points we look at secondarily.
1. Online Screening
Contents
A total of 2 or 3 questions of about 20 minutes each are submitted using HireRoo, our coding test service. The questions range from those requiring algorithmic knowledge, to quiz-style questions that test specialized knowledge, to system design-style questions for some positions, etc. All questions are completed online, and after the candidate submits the questions, the company evaluates them using quantitative scoring results and qualitative evaluation items, including the process, and then makes a GO / NO GO decision.
Evaluation item
- Coding Skills
- Expertise
- System design capability
2. Interactive Coding Test
Contents
Each candidate will be interviewed online for 45 minutes using HireRoo, the company's coding test service, and the test will be conducted in an interactive manner using Meet or Zoom (since HireRoo supports collaborative editing, etc.). The exam consists of two questions: one coding question and one system design question, and focuses on communication skills and thought processes through dialogue. After the test, a qualitative evaluation is made based on the quantitative results and process, and a GO / NO GO decision is made.
Evaluation Items
- Communication skills
- Thinking process and groundwork skills
- System design skills
- Coding skills
3. Interview with President
Contents
Conducted online using Meet or Zoom for about 45 minutes. The interview is conducted in the form of a behavioral interview in which the representative (the author) evaluates the candidate based on his/her past behavior in terms of the company's values, such as "Fail Fast" and "Issue Drive. During the interview, the candidate's behavior is evaluated based on past actions in response to challenges he or she has faced.
Evaluation item
- culture fit
- communication skills
We receive signals from candidates through the above process, and when all the signals have been received, we compare them to the evaluation table and rate each candidate on a four-point scale. The four grades are assigned a score of 1 for poor, 2 for average, 3 for good, and 4 for very good, and if the average of the four grades is 3.0 or higher, the candidate is considered for the position.
Once the candidate is hired, an offer interview is conducted, and the annual salary and other conditions are presented and discussed. We can implement a structured and consistent hiring process by making slight changes to the items in the evaluation table, which is highly recommended!
