Hiring a Senior RF Systems Engineer: Screening and Interview Process

According to McCuller, (2012) operative Resume screening is an essential step in regard to the general hiring procedure. The primary role is to ensure that potential candidates who hold desirable and pleasing experience and competence on a resume and then contacted to participate in interviews to select the most suitable one. In this case hiring Senior RF Systems Engineer needs screening on the four candidates resumes application for the position. Since the position is new in the company the most qualified professionals must, therefore, be chosen. The screening of the four candidates would involve analyzing the resumes by examining the general content provided on the resume such as skills, experience, competence, and expressiveness to establish any existing gaps that might disqualify the applicants for a later interview for hiring.

If any the resume that I would personally screen out is that of Mathew T, while the other three would be passed for a later interview that would lead to the selection of the most suitable candidates based on their competence, experience, and knowledge. The resume would be screen out based on the existence of gaps. In that, the line of experience is mainly more of mechanical with less designing skills. this does not, however, imply that the candidate is not qualified for the position but it means that more training would be necessitated to assist the staff to catch up to the more structured work settings. In addition, the candidate has only been positioned in a single company since the year 2003 which implies that they lack adequate exposure and complexity of the changing engineering role. In that, it is not only the experience, and skills that counts as such small details and employment patterns also matters. 

On the other hand, Dez, Erick R and Brad W would be passed for the interview. This is because their working experience is rather extensive such as that of Brad that accounts for 23 years. In other words, this implies that his working knowledge is fundamental in bringing fresh concepts and skills in the company. In addition, for the three candidates their employment pattern is desirable as they have not spend even a single year outside working yet they have worked for a number of organizations. Dez has also worked for an international company Motorola Inc. and this implies that his skills and knowledge would benefit the company positively. In this context, the interview would determine the candidate that suits the requirements of Senior RF Systems Engineer position. In that, the suitability cannot only be determined by just examining their personal resumes as the details might prove to be deceiving (McCuller, 2012).  After screening all the resumes it would be good to organize the papers based on the projected suitability despite the fact that the assumptions might not be right.

Face To Face Interview Preparations

After the screening, I would schedule interviews for the selected three candidates that have met the minimum requirements. Face to face is the most appropriate strategy to conduct the interview based on its ability to generate more details based on the expressiveness of the candidates. This requirement must have been met based on the description of the position. When contacting and inviting them to attend the interview I would also ensure that a detailed job description is sent to each of them to ensure that they have reasonable preparation in regard to their role and what the interview might entail. In addition, those conducting the interviews will also be mentioned. The interview would mainly involve a number of interviews for every interview. This is because, despite the fact that the setting might seem to be intimidating for the applicants, the practice can work in ensuring a more inclusive, impartial and reasonable account of the role is taken since the decision will be made from varying views rather than just a single one.

While interviewing the candidates all the questions should be similar for each of them to ensure fair judgment and comparable results. In addition, I would mainly use open-ended rather than closed questions since they tend to produce an essential information and offers an opportunity for the interrogators to the best way that the answers are provided. As the interviewer, I should not depend on memory but notes should be drafted during the interview. All the questions should mainly entail performing their responsibilities rather than personal questions that tend to be less objective. I would also consider asking more thought demanding and complex questions such as the type of skills that the candidate believes that they have brought to the company and their most demanding challenge while working. Their expectations in regard to the job can also be enquired to range their views and perception in regard to the role. I would prefer to talk less and permit the interviewees to have more time to be expressive and defensive in regard to their competence in this alignment.

 

 

 

 

 

 

 

 

 

Reference

McCuller, P. (2012). How to recruit and hire great software engineers: Building a crack development team. Place of publication not identified: Apress.