When recruiting an engineer for the first time, it's worth checking whether they've only looked at academic qualifications or professional titles, without considering whether they can clearly explain their work experience. Transforming easily overlooked information into specific questions is crucial to ensuring both parties understand the same job.
When opening a vacancy: clearly describe the actual task.
This job involves reviewing portfolios, managing timelines, and dealing with constantly changing requirements. Don't just list general qualifications like job title or "must cooperate"; specify the work arrangements, the tasks you'll be involved in, who can assist you, and the learning methods after you start.
When reviewing resumes: Avoid treating preferences as necessary conditions.
Based on the modules, testing and debugging work, and code collaboration, gather evidence to distinguish which projects demonstrate individual contributions, troubleshooting methods, collaborations, and deliverables require pre-employment confirmation. If information is insufficient, inquire beforehand; do not infer abilities or willingness to cooperate from personal information unrelated to work.
In the initial test: ask the hypothetical question in a specific context.
You could ask, "Please select a function you were actually responsible for and explain the requirements, program modifications, and testing methods." Then ask the candidate to explain what information they need to confirm and when to report back to the person in charge. If the answer differs from job expectations, first check if the question was clear before labeling the candidate.
During the interview: Add an observable example.
Using a small program or public project that does not contain company secrets as an example, please explain how to reproduce, fix, and test a problem. When reviewing, be sure to point out your individual responsibility, provide reproducible steps, and explain the testing and trade-offs, rather than simply listing technical terms. Explain that this is a mock review and let the candidate know how to review; using real customer data to complete company business is not required.
Before making a decision: Write down anything that is not yet confirmed.
Verify the tasks, time, location, compensation, and onboarding arrangements, and designate a handover point. A smooth interview cannot replace these confirmations. Record the reasons for selection and any questions raised by the candidates so that adjustments can be made based on the specific circumstances when opening vacancies in the future.
The next step can refer to the first recruitment SOP: from receiving resumes to receiving offer notices .
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Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
When recruiting an engineer for the first time, what should you check first?
First, check if there is any situation where "only education or professional title is considered without considering whether the candidate can clearly explain their work experience". Then, clearly write down the conditions and confirm them through supplementary questions and work examples.
After the initial engineer interview, how can I supplement my work ability with evidence?
Using a small program or public project that does not contain company secrets as an example, please explain how to reproduce, fix, and test a problem. The focus should be on identifying your responsible part, outlining reproducible steps, and explaining the testing and trade-offs, rather than simply listing technical terms. The initial screening summary will be arranged and reviewed by the company and will not be considered the final hiring decision.