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How to Assess Technical Skills During the Recruitment Process

Hiring for technical roles is challenging, but the right assessment strategy can help you separate true experts from those who just talk a good game. Learn the best methods—resume reviews, coding tests, take-home assignments, and more—to ensure you hire candidates who can actually do the job.

Hiring for technical roles can feel like searching for a needle in a haystack. On paper, candidates might seem perfect, but can they actually do the job? That is the million-dollar question. If you want to avoid hiring someone who talks a big game but cannot back it up, you need a solid strategy for assessing technical skills. Let us walk through the best ways to do this without making your recruitment process feel like an obstacle course.

Why Technical Assessment Matters

Think about this: You would not hire a chef without seeing them cook, right? The same logic applies to hiring for IT roles. Someone might list every programming language under the sun on their resume, but can they write a clean, efficient code? That is what you need to find out before you bring them on board.

A good assessment saves time, money, and a whole lot of frustration. It helps you separate the real experts from the ones who just copy and paste solutions from the internet.

Best Methods to Assess Technical Skills

There is no one-size-fits-all method for assessing technical roles. Different jobs require different approaches. Here are some tried-and-true methods that work across various IT roles.

1. Resume Review – The First Filter

A resume is a great starting point, but it is just that—a start. Look for specific details rather than vague claims. Instead of "proficient in Python," a strong candidate might say, "Developed an automated testing system in Python that reduced errors by 40%." The more concrete the details, the better.

Pro tip: Keep an eye out for buzzword overload. If a resume is packed with technical jargon but lacks real-world examples, it might be all talk and no action.

2. Technical Screening Call – A Quick Reality Check

A short screening call can help you figure out if a candidate really knows their stuff. Keep it simple. Ask them about past projects, how they solved problems, or why they chose certain technologies over others. If someone struggles to explain their own experience, that is a red flag.

3. Hands-On Coding Tests – Show, Do not Tell

For software developers, there is no better way to assess technical skills than with a coding test. But do not throw in trick questions just to trip them up. Make the test reflect real challenges they would face on the job.

Good test ideas:

A small project that takes a couple of hours
A debugging exercise
A refactoring task where they improve messy code

Avoid brain-teaser-style puzzles that have nothing to do with actual work. You are hiring a developer, not a contestant for a game show.

4. Technical Interviews – Dig a Little Deeper

This is where you can really test their thought process. Ask them to walk you through their code, explain why they made certain decisions, and how they would improve their solution.

If a candidate can explain their work clearly and logically, that is a good sign. If they struggle to justify their choices, you might want to reconsider.

5. Take-Home Assignments – The Real Test

A well-structured take-home assignment gives candidates time to think through their work without the pressure of a live test. But be reasonable—no one wants to spend a whole weekend working on an unpaid assignment.

Keep it short and relevant. A well-designed task should take no more than a few hours and focus on skills that actually matter for the job.

6. Pair Programming – See Them in Action

Pair programming is a great way to see how a candidate works in real-time. You can observe their coding style, communication skills, and problem-solving ability—all in one go.

Pick a simple problem, sit with them (virtually or in person), and work through it together. This is also a great way to see how they handle feedback and collaboration.

7. Checking References – The Hidden Goldmine

Reference checks are often overlooked, but they can reveal a lot about a candidate’s technical skills and work ethic. Instead of generic questions like “Would you hire them again?” try asking:

“Can you describe a time when they solved a tough technical problem?”
“How did they handle feedback and collaboration?”
“Did they ever struggle with a project? How did they overcome it?”

A past manager or coworker can give you insights that no test can.

Common Mistakes to Avoid

Making the process too long: A never-ending assessment process will drive candidates away. Keep it efficient and to the point.
Relying too much on certifications: Certifications look good on paper, but they do not always translate to real-world skills.
Ignoring soft skills: A technically brilliant candidate who cannot communicate or work in a team can do more harm than good.
Not updating assessment methods: The tech world moves fast. Make sure your hiring process keeps up with current industry standards.

Final Thoughts

Assessing technical skills does not have to be a guessing game. By using a mix of resume screening, coding tests, real-world projects, and reference checks, you can hire with confidence. The goal is not just to find someone who can do the job, but someone who can do it well and fit into your team.

At the end of the day, a well-structured hiring process saves you from future headaches. So, take the time to assess wisely and build a strong team that will make your company better.

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