Work sample test and structured interview for {role_name}

After shortlisting, assess candidates' skills with a work sample task, followed by an assessment and thorough evaluation.

How to structure the interview to assess skills and cultural fit for {role_name}

Work sample test (Home assignment)

Recruitment Bullet

Assess the candidate’s practical skills by assigning a real-world task similar to the work they would do if hired.

  • Title: Design and Optimize a Suspension System for a Compact Car
  • Objective: Assess the candidate’s ability to design a suspension system that balances ride comfort, handling, and cost-effectiveness for a compact car.
  • Requirements:
    • Design a suspension system that meets specific performance criteria, including ride comfort, handling, and durability.
    • Provide a high-level diagram of the suspension system, including key components such as springs, dampers, and control arms.
    • Write a brief report (1-2 pages) explaining your design decisions, how you optimized for the given constraints, and any trade-offs you considered.
    • Perform a basic simulation (if possible) to demonstrate the system’s performance under typical driving conditions.
  • Time Frame: 5 days

Questions based on home assignment : 

Recruitment Bullet

Once done with work sample test evaluate the candidate’s technical proficiency based on the work sample task.

Technical questions

Recruitment Bullet

Duration : 10 minutes/question

  • Question: How did you ensure that your suspension system design balances both ride comfort and handling performance?
    • Expected Answer: The candidate should explain their approach to selecting suspension components, such as choosing the right spring rate and damper settings, and how they balanced these to achieve both comfort and handling.
    • Sample Answer: "I chose a mid-range spring rate and adjustable dampers to provide a balance between ride comfort and handling. I also incorporated a stabilizer bar to improve cornering without compromising comfort."
  • Question: What considerations did you take into account when optimizing the cost of the suspension system without sacrificing performance?
    • Expected Answer: The candidate should discuss their approach to material selection, manufacturing processes, and component design to minimize cost while maintaining performance.
    • Sample Answer: "I selected cost-effective materials like high-strength steel for control arms, which offer durability at a lower cost. I also simplified the design to reduce manufacturing complexity and used standard components where possible."
  • Question: How did you validate the performance of your suspension system design under typical driving conditions?
    • Expected Answer: The candidate should describe any simulations or calculations they performed to ensure the design meets performance criteria.
    • Sample Answer: "I used a basic simulation tool to model the suspension behavior under different driving conditions, including cornering and braking. The results showed that the design maintained stability and comfort across a range of speeds."

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

  • Question: Describe a time when you had to make a difficult decision during a design project. How did you approach the situation, and what was the outcome?
    • Expected Answer: The candidate should provide a specific example, highlighting their decision-making process, how they balanced trade-offs, and the outcome of their decision.
    • Sample Answer: "During a previous project, I had to choose between two material options for a key component. One was more durable but significantly more expensive. After discussing with the team, I chose the more cost-effective option and implemented additional quality checks to ensure performance. The decision resulted in significant cost savings without compromising quality."
  • Question: How do you handle feedback from team members or stakeholders when it conflicts with your design approach?
    • Expected Answer: The candidate should demonstrate effective communication, collaboration, and problem-solving skills, showing how they handle conflicts constructively.
    • Sample Answer: "I prioritize understanding the concerns behind the feedback. In one case, a stakeholder was concerned about the cost implications of my design. I arranged a meeting to explain my design choices and worked together to find a compromise that met both cost and performance goals."
  • Question: Can you give an example of how you ensured your design met both technical specifications and project deadlines?
    • Expected Answer: The candidate should describe their time management and organizational skills, and how they ensured the project stayed on track.
    • Sample Answer: "I break down the project into smaller milestones with clear deadlines. During a suspension design project, I set up regular check-ins with the team to review progress and make adjustments as needed. This approach helped us meet the deadline while ensuring the design met all technical specifications."

How to evaluate and compare candidates after interviews?

After interviews, it's important to evaluate and compare candidates based on a set of predefined criteria.Use scorecard to evaluate each candidate.

Recruitment Bullet

Sample scorecard based on pre-defined criteria. Here’s an example:

Criteria Rating (1-5) Comments
Technical Knowledge
Problem-Solving Ability
Communication Skills
Cultural Fit
Attention to Detail
Time Management

What criteria should be used to make the final hiring decision?

Final decisions should be based on the candidate's overall evaluation score, with a focus on important qualifications. Prioritize technical skills above everything else for a {role_name}, but do not forget about communication and cultural fit.

Recruitment Bullet

How to communicate the decision to candidates

Sample offer letter for {role_name}

[Company Letterhead]

[Date]

[Candidate’s Name]

[Candidate’s Address]

[City, State, Zip Code]

Dear [Candidate’s Name],

We are pleased to offer you the position of Automotive Engineer at [Company Name]. We were impressed with your technical expertise and the insights you shared during the interview process.

As an Automotive Engineer, you will play a key role in designing and developing innovative automotive systems, contributing to the success of our projects and the growth of our company.

Your starting salary will be [Salary Amount] per annum, and you will be eligible for [benefits, e.g., health insurance, retirement plans, etc.]. Your start date will be [Start Date].

Please review the attached document outlining the terms and conditions of your employment. If you agree with the terms, please sign and return a copy of this letter by [Deadline Date].

Sample rejection letter for {role_name}

[Company Letterhead]

[Date]

[Candidate’s Name]

[Candidate’s Address]

[City, State, Zip Code]

Dear [Candidate’s Name],

Thank you for taking the time to interview for the Automotive Engineer position at [Company Name]. We appreciate your interest in our company and the effort you put into the application process.

After careful consideration, we have decided to move forward with another candidate who more closely matches the requirements for this role.

We encourage you to apply for future openings that align with your skills and experience, and we wish you the best of luck in your job search.

Thank you again for your interest in [Company Name].

Sincerely,

[Your Name]

[Your Title]

[Company Name]