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

Work sample test (Home assignment)

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

• Title: Create a Sales Performance Dashboard Using Power BI
• Objective: The task is designed to assess the candidate's ability to work with real-world data, transform it into insights, and present it visually. The candidate will create a dashboard that shows key metrics for sales performance, such as total revenue, sales by product category, and monthly trends.
• Requirements:
  • Use a dataset provided by the company (or open dataset).
  • Develop a Power BI dashboard with at least 3 visualizations.
  • Include filters for dynamic reporting (e.g., date range or product category).
  • Ensure data accuracy and clear labeling of charts.
• Time Frame:
  Provide 2-3 days to complete the task.

Questions based on home assignment : 

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

Technical questions

Duration : 10 minutes/question

• Question: How did you choose which metrics to include in your dashboard, and how do they help decision-makers?
  • Expected Answer: Metrics should be based on business goals, such as revenue growth, product performance, and monthly sales trends. These metrics help decision-makers track progress and identify opportunities for improvement.
  • Sample Answer: "I included total revenue, sales by product category, and monthly trends to provide a holistic view of sales performance. This allows decision-makers to quickly identify top-performing products and seasonal sales patterns."
• Question: Explain how you ensured data accuracy in your report.
  • Expected Answer: The candidate should mention data cleaning, checking for inconsistencies, and validating data sources.
  • Sample Answer: "I performed data validation by cross-checking the dataset with source documents and cleaned up missing values to ensure accuracy."
• Question: Describe the process of creating dynamic filters in Power BI.
  • Expected Answer: Dynamic filters are created using slicers or dropdown menus that allow users to filter data based on specific criteria (e.g., date or category).
  • Sample Answer: "I used a slicer to enable filtering by date range, so users can analyze sales trends over specific periods, providing more flexible insights."

Behavioral questions

Duration : 10 minutes/question

• Question: Describe a time when you had to manage multiple data sources for a project. How did you ensure accuracy and consistency across them?
  • Expected Answer: The candidate should describe a process of validating data and ensuring consistency between sources, including communication with stakeholders to resolve any discrepancies.
  • Sample Answer: "In my previous role, I combined sales data from multiple regions. I set up regular checks to compare values and worked closely with the regional managers to ensure data consistency."
• Question: How do you prioritize tasks when working on multiple projects with tight deadlines?
  • Expected Answer: The candidate should mention time management techniques, setting clear priorities, and maintaining communication with stakeholders.
  • Sample Answer: "I prioritize tasks based on urgency and business impact. For example, I ensure that time-sensitive reports are completed first, while keeping stakeholders informed of progress."
• Question: Give an example of how you communicated a complex data insight to a non-technical team. How did you ensure they understood the implications?
  • Expected Answer: The candidate should explain how they simplified complex data and used visualizations or analogies to make it understandable.
  • Sample Answer: "I once presented sales forecast data to the marketing team. I used clear visuals to show trends and broke down technical terms into simple language, ensuring they understood how it impacted their campaign strategy."

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.

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

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.