A successful hire can perform to their resume; a great hire can go above and beyond. 

How can recruiting validate candidates that perform well versus those that interview well?

It starts by choosing a recruiter with experience recruiting in technical or executive sectors. 

Even better if they have experience working in the sector. This lends itself to open, sector and skill specific discussions with candidates about relevant topics and questions that provide indicators of experience and critical thinking. 

For example, imagine we are hiring for a senior information security analyst to join my client's team. During our screening process, after making introductions and gently getting to professional interviews, I'll ask the candidate to provide a high-level explanation of the OSI-7 layer model. For the uninitiated, this is a framework of levels and interactions between hardware, data, networks, internet, and applications. The majority of legitimate candidates can provide some, if not most detail about this key concept. But how do we find out how well this candidate can apply their knowledge toward solving problems with this model?

"Based on your X number of years experience, which layer do you assess to be the least secure?"

Here we're starting to get into open-ended answers that aren't book memorizable. Candidates can then begin to shine per their ability to apply analytical insights and experience. 

In a similar way, we can apply the topic discussion and development into other areas such as RF engineering and other engineering technology roles.

"Tell me about the unique characteristics our customer can face with their technology regarding RF propagation along a coastline? Dense forest with high canopy? Urban area with high population density and high-percentage of city-wide wireless connectivity?"

The end result of our screening process is not only higher quality in terms of defining the space between the resume and actual skill sets, but building confidence with our candidates going beyond checking the box by having professional skill-relevant conversations that they aren't getting with other recruiters.

Curious about Amphib Digital? 

Our recruitment services span:

- Software and hardware engineering professions, 

- IT infrastructure, network security, and cloud service roles,

- Data analytics and AI/ML research,

- Defense intelligence, combat support, and tactical training,

- Executive leadership positions in science, technology, engineering, and fintech.

Let's spark a conversation about your recruitment strategy and hiring needs to see if we might be a great fit.