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: Network Security Vulnerability Assessment
  • Objective: Conduct a vulnerability assessment on a simulated network environment and provide a detailed report with findings and recommendations.
  • Requirements:
    • Scan the network for vulnerabilities using tools like Nessus or OpenVAS.
    • Identify and document critical vulnerabilities.
    • Provide recommendations for mitigating each vulnerability.
    • Present findings in a structured report.
  • Time Frame: 3 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: Describe the steps you took to identify vulnerabilities in the network.
    • Expected Answer: Scan the network using Nessus, identify vulnerabilities, and categorize them based on severity.
    • Sample Answer: "I used Nessus to scan the network and identify vulnerabilities. I then categorized them into critical, high, medium, and low severity based on the CVSS scores."
  • Question: What recommendations did you provide for mitigating the identified vulnerabilities?
    • Expected Answer: Specific recommendations for each vulnerability, including patching, configuration changes, and network segmentation.
    • Sample Answer: "For the critical vulnerabilities, I recommended immediate patching and configuration changes. For medium and low-severity issues, I suggested network segmentation and continuous monitoring."
  • Question: How do you ensure the accuracy of your vulnerability assessment?
    • Expected Answer: Cross-check results with another tool, validate findings manually, and review recent threat intelligence reports.
    • Sample Answer: "I cross-checked the results using OpenVAS and manually validated the critical findings. Additionally, I reviewed recent threat intelligence reports to ensure no emerging threats were overlooked."

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

  • Question: Describe a time when you had to explain a complex security issue to a non-technical stakeholder.
    • Expected Answer: Clear communication, simplification of technical terms, and ensuring understanding.
    • Sample Answer: "I explained a phishing attack to our marketing team by comparing it to a fraudulent email. I used simple terms and visual aids to help them understand the risk and necessary precautions."
  • Question: How do you handle stress when dealing with multiple security incidents simultaneously?
    • Expected Answer: Prioritization, time management, and maintaining composure.
    • Sample Answer: "I prioritize incidents based on severity and potential impact. I use time management techniques to ensure timely responses and maintain composure by focusing on one task at a time."
  • Question: Give an example of a challenging security problem you solved and how you approached it.
    • Expected Answer: Problem-solving steps, use of tools, and successful resolution.
    • Sample Answer: "I encountered a sophisticated malware infection. I used forensic analysis tools to trace the infection source, isolated affected systems, and implemented a thorough cleaning and prevention strategy. The issue was resolved without further incidents."

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
Experience
Technical Skills
Problem-Solving Skills
Communication Skills
Cultural Fit
Adaptability

"Standardize interviews" – Use our customizable scorecard templates

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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]

Dear [Candidate’s Name],

We are pleased to offer you the position of Junior Security Engineer at [Company Name]. We were impressed with your background and experience, and we believe you will be a valuable addition to our team.

Position: Junior Security Engineer
Start Date: [Start Date]
Salary: [Salary]
Benefits: [List of Benefits]

Please confirm your acceptance by signing and returning this letter by [Date]. We look forward to welcoming you to our team.

Sincerely,

[Your Name]
[Your Title]
[Company Name]

Sample rejection letter for {role_name}

[Company Letterhead]

[Date]

[Candidate’s Name]
[Candidate’s Address]
[City, State, Zip]

Dear [Candidate’s Name],

Thank you for taking the time to interview for the position of Junior Security Engineer at [Company Name]. We appreciate your interest in our company and the opportunity to learn more about your skills and experience.

After careful consideration, we have decided to move forward with another candidate who we believe more closely matches our current needs.

We will keep your resume on file for future opportunities and encourage you to apply for any other positions that match your qualifications.

Thank you again for your interest in [Company Name]. We wish you the best in your future endeavors.

Sincerely,

[Your Name]
[Your Title]
[Company Name]

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary