We provide competency-based behavioral interviewing training for interview teams including hiring managers, recruiters, and interviewers.
How to Interview and Hire Engineers
What separates top performers from average performers in engineering jobs? Problem solving skills? IQ? Analytical ability? The surprising answer is "initiative" as revealed in the Harvard Business Review report on long term research conducted at Bell Labs.
Results from a seven year study on hiring engineers indicate that academic talent and innate abilities (like IQ) are not good predictors of on-the-job productivity. Instead, they found that what really counts are the competencies top performers use to get the job done.
Competencies of top performing engineers
The study identified nine competencies top performing engineers have in common:
(1) Initiative, (2) Networking, (3) Self-management, (4) Teamwork, (5) Leadership, (6) Followership, (7) Perspective, (8) Show-and-tell, and (9) Organizational Savvy.
All of these competencies identified by Bell Labs can be assessed with behavior-based interviewing when interviewing and hiring engineers.
Two of the competencies are defined below.
Taking initiative, refers to looking beyond one's job description for opportunities to do more, and was the number one core skill of productive employees. Those who demonstrate this quality do so in four ways. First, they do more than they are asked to do. Second, they come up with new ideas and figure out how to sell them to others. Third, they deal constructively with criticism and use it to make their ideas better. Finally, they plan for the future by finding out what projects are planned so they can prepare for them.
Networking, is a multi-faceted approach that involves creating a barter system where an employee earns his/her own way by trading individual technical expertise with others. It requires becoming a technical expert, letting people know of your expertise, making yourself available, and maintaining a balance of trade to stay in the network. Top performers build networks before they need them.
Evaluating engineers with behavior-based interviewing
How can you benefit from this research when interviewing and hiring engineers? First, clearly define competencies sought in the engineers you want to hire. Then create a competency-based Job Profile that fits your organization and assesses all these competencies, not just technical skills for those "purely" technical jobs. Also, behavior-based interviewer training may help interviewers identify and assess candidates based on the true indicators of future success. This process will enhance your ability to interview and hire engineers who are top performers.
- Interviewing Candidates Who Prepare With ChatGPT
- Hiring Successful Leaders for a Hybrid World
- Behavioral Interviewing Training Reinvented
- Are Bad Interviews Costing You Good Hires?
- Conducting Effective Performance Reviews Virtually
- Virtual Interviews: The New Benchmark
- Overcome Unconscious Bias in Job Interviews
- How to Interview Sales Candidates
- A Case for Attorney Interviewing Training
- Tech Hiring Fails Without Behavioral Assessment
- Building Relationships with Candidates
- Competency-based Behavioral Interviewing Training
- Questioning Panel Interviews
- Improving the Flawed Interview Process
- Fallacy of "Give Me an Example" Questions
- Real Cost of Hiring Mistakes
- Early Social Competencies Lead to Success
- Why Stress Interviews Don't Work
- Interviewer Training Addresses These Challenges
- Google Validates Behavioral Interviewing Training
- Increase Team Performance By 40%
- How to Interview the Technical Candidate
- Effectively Interviewing New College Graduates
- How Bad Interviews Impact Hiring Results
- Competency Interviewing Narrows Skill Gap
- Sell the Job with Three Paychecks
- Pitfalls of Competencies in Behavioral Interviews
- Three Questions to Keep Your Interviews Legal
- NCHRA:Does Behavior-based Interviewing Still Work?
- Why Bizarre Interview Questions Go Viral
- Training Magazine: Invented Lives
- SHRM: Unconscious Bias in the Hiring Process
- Expand Your Cultural Comfort Zone in the Interview
- Skeptical of the Candidate? Try Three Questions
- Getting Beyond the Resume to Predict Success
- How to Interview and Hire Engineers
- Overcoming First Impressions in an Interview
Ready To Discuss Interviewer Training?
When you login to HirePath® Interview Tools or Effective Interviewing!® Online Learning, you accept the Terms and Conditions Policy, and acknowledge that this user account is for your individual access only.
An email has been sent to you with instructions on how to reset your password.
Interview Edge, Inc. Terms & Conditions Policy
The entire content of this website, including but not limited to text, graphics, logos, images, and multimedia, is the exclusive property of Interview Edge, Inc. and is protected by U.S. and international Copyright laws. You may print portions of this content solely in connection with your use of the services provided on this website as an information resource. Unauthorized duplication or redistribution of this content may violate Copyright, trademark and other laws.
We provide the website on an "as is" and "as available" basis and without warranty or condition of any kind, express or implied. Each user agrees that use of the website is at the user's sole risk. We reserve all right to limit, restrict or terminate access to the website for no reason or any reason whatsoever, including, without limitation, if we believe that user conduct violates applicable law or is harmful to the interests of Interview Edge, Inc. or our clients.
Use of personal Information
Information you provide us
We receive personal information from Website users who submit information directly, such as when they request our training services or register for our online learning. This information typically includes name, company, phone and email address. We may also collect mailing address and phone number for contracts and billing.
How we use the information
We are committed to personal data minimization and limiting use to those processing activities for which consent was given. We use the personal information you provide as necessary to deliver our products or services, or as required for legal compliance or other lawful purposes. We use your personal information to register you for our online user accounts and to directly communicate with you via email or phone. We take reasonable steps to ensure that personal data is accurate, complete, current, and reliable for its intended use.
Information we share
We take reasonable and appropriate measures to protect personal information from loss, misuse and unauthorized access, disclosure, alteration and destruction, considering the risks involved and the nature of the personal information.
Your choices, access and rights
You may have the right to request access to, a copy of, rectification, restriction in the use of, or erasure of your information in accordance with all applicable laws. The erasure of your information shall be subject to applicable state and federal laws. You may visit and browse our Website without providing any personal information, and you can choose not to provide us with the personal information we request. However, choosing not to provide us with certain information that we request may prevent you from accessing or using certain portions of our Website. Upon request, Interview Edge, Inc. will provide individuals with reasonable access to their personal data, and in doing so allowing individuals the opportunity to correct, amend or delete personal data where it is inaccurate, or has been processed without your consent. A request may be denied under certain circumstances, such as where the burden or expense of providing access would be disproportionate to the risks to the privacy of the individual in the case in question, or where the rights of persons other than the individual would be violated.
Our contact information
If you have any questions or concerns about our privacy practices described above, you may reach us at:
Phone: +1 415.459.4800