How Should We Handle Written Tests for Experienced Candidates in Recruitment?

Dear Members,

These days I'm facing a dilemma while recruiting professionals with 3+ years of experience (Module Lead position). The process we generally follow is:

If a candidate has less than 3 years of experience:
1) He needs to take a written test.
2) If he clears the test, then a Technical Round follows.
3) Finally, there is a HR round.

For a candidate with 3+ years of experience, the procedure is uncertain:
1. Written test and then interview?
2. Interview first and then written test?
3. No written test, only interviews?

The issue arises with candidates who excel in interviews but struggle to pass the written test, which is fundamentally based on the subject matter. Moreover, many are reluctant to take the written test.

It would be greatly appreciated if members could provide some insights on this.

Cheers,
Subhash

Hi Subhash,

Not necessarily all the candidates will clear both rounds. In fact, a couple of good candidates might not clear the written test. If possible, try to prioritize which round holds more value compared to the job profile. Accordingly, you can rate the candidate. Additionally, if feasible, you can try to make exceptions to the selection process and seek approval for the same from the department heads.

Regards,
Aditi

Hi Subhash,

As you mentioned that you are following up on a procedure to recruit candidates with less than three years of experience, that is good. However, when it comes to candidates with more than three years of experience, they may not be keen on performing basic tasks. Therefore, I would suggest conducting only interviews. Design the interview questionnaire in a way that covers both basic skills and their experience.

Thanks,
Madhu