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: Salesforce Dashboard Customization Task
  • Objective: Evaluate the candidate's ability to create and customize Salesforce dashboards to meet specific business needs.
  • Requirements:some text
    • Create a Salesforce dashboard that includes at least three different report types (e.g., bar chart, pie chart, and line graph).
    • Include filters and dynamic components that allow users to interact with the data.
    • Provide a brief explanation of the design choices and how the dashboard meets the specified requirements.
  • Time Frame: 3 hours

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 do you create a custom report type in Salesforce, and when would you use it?some text
    • Expected Answer: To create a custom report type, navigate to the "Report Types" section in Salesforce Setup, click "New Custom Report Type," and define the primary object and related objects. Use custom report types when you need to report on data across multiple related objects not covered by standard report types.
    • Sample Answer: "To create a custom report type, I go to Salesforce Setup, choose 'Report Types,' and select 'New Custom Report Type.' I define the primary and related objects, ensuring that the report will include all necessary data points. I use custom report types when standard reports don't meet specific reporting needs, such as combining data from multiple related objects."
  • Question: Explain the process of creating a validation rule in Salesforce. Provide an example.some text
    • Expected Answer: To create a validation rule, go to the object's "Validation Rules" section in Setup, click "New," and define the rule’s formula to validate data entry based on specific criteria. For example, a validation rule could ensure that a 'Close Date' is not set in the past for Opportunities.
    • Sample Answer: "Creating a validation rule involves going to the 'Validation Rules' section in Setup, clicking 'New,' and writing a formula to enforce data entry rules. For instance, I might create a rule that prevents setting a 'Close Date' in the past for Opportunities by using the formula CloseDate < TODAY(), which ensures data integrity."
  • Question: What is the purpose of Salesforce Data Loader, and how do you use it?some text
    • Expected Answer: Salesforce Data Loader is a tool used to import, export, update, and delete Salesforce data. It is used for bulk operations and handling large volumes of data. You use it by selecting the operation type, mapping fields, and running the operation.
    • Sample Answer: "Salesforce Data Loader is used for bulk data operations such as importing, exporting, updating, and deleting records. To use it, I select the desired operation, map fields between Salesforce and the data file, and execute the operation. For example, I use it to import large sets of contact data into Salesforce efficiently."

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

  • Question: Describe a time when you had to troubleshoot a complex issue with a Salesforce implementation. How did you handle it?some text
    • Expected Answer: The candidate should explain a specific issue, the steps taken to troubleshoot, and the resolution. Look for problem-solving skills and persistence.
    • Sample Answer: "I encountered an issue where a custom report was not displaying accurate data. I reviewed the report filters and related objects, identified a mismatch in the data mapping, and corrected it. I then validated the report with sample data to ensure accuracy, resolving the issue effectively."
  • Question: How do you prioritize tasks when managing multiple Salesforce projects with tight deadlines?some text
    • Expected Answer: The candidate should describe their approach to prioritization, such as using task management tools, setting clear deadlines, and communicating with stakeholders.
    • Sample Answer: "I prioritize tasks by assessing their urgency and impact on the projects. I use project management tools to create task lists and set deadlines. I also communicate with stakeholders to ensure alignment and adjust priorities as needed to meet deadlines."
  • Question: Give an example of a time when you had to work with a difficult stakeholder. How did you handle the situation?some text
    • Expected Answer: The candidate should describe a challenging situation with a stakeholder, their approach to resolving conflicts, and the outcome.
    • Sample Answer: "I worked with a stakeholder who was resistant to adopting new Salesforce features. I scheduled a meeting to understand their concerns, provided a detailed explanation of the benefits, and offered training sessions. By addressing their concerns and demonstrating the value of the new features, I was able to gain their support."

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 Skills 4 Strong understanding of report types.
Experience 5 Over 3 years of relevant experience.
Problem-Solving 3 Adequate problem-solving skills.
Communication Skills 5 Excellent communication skills.
Organizational Skills 4 Good prioritization and organizational skills.
Attention to Detail 5 Strong attention to detail and data accuracy.

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 Name]

[Date]

[Candidate Name]
[Candidate Address]

Dear [Candidate Name],

We are pleased to extend an offer for the position of Salesforce Administrator at [Company Name]. We were impressed with your skills and experience and believe you will be a valuable addition to our team.

Position: Salesforce Administrator
Start Date: [Proposed Start Date]
Salary: [Offer Salary]
Benefits: [List Benefits]

Please review the attached terms and conditions of employment and confirm your acceptance by [Acceptance Deadline].

We look forward to your positive response and are excited about the possibility of you joining our team.

Best regards,

[Your Name]
[Your Position]
[Company Name]
[Contact Information]

‍

Sample rejection letter for {role_name}

[Company Name]

[Date]

[Candidate Name]
[Candidate Address]

Dear [Candidate Name],

Thank you for taking the time to interview for the Salesforce Administrator position at [Company Name]. We appreciate your interest in our team and the effort you put into the interview process.

After careful consideration, we have decided to move forward with another candidate whose skills and experience more closely align with our current needs. This decision was difficult due to the high quality of applicants we received.

We encourage you to apply for future opportunities with us that match your qualifications. We wish you the best of luck in your job search and future endeavors.

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

Sincerely,

[Your Name]
[Your Position]
[Company Name]
[Contact Information]

‍

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary