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      Technical Test Evaluation

      This internal KB Comprises of the process followed for sharing Technical Tasks with Candidates

      The interview process for our company includes a second round known as the technical test, which is a critical step in assessing a candidate's technical skills. Each profile corresponds to a specific technical task to evaluate the candidate's abilities. These tasks are categorized based on the candidate's level of experience:

      1. Beginner Task: Designed for candidates with 0-1 years of experience.
      2. Intermediate Task: Tailored for candidates with 1-3 years of experience.
      3. Advanced Task: Suitable for candidates with 3-5 years of experience.

      Here's an overview of the process for sharing the technical test with candidates:

      1. Sending the Technical Test: 
        1. Thank You Email: After the first-round interview, send a thank you email to the candidate, explaining the entire recruitment process.
        2. Technical Task Email format - We follow a particular email format to share tasks with candidates. This particular format is already in our Hubspot template named “Technical Task.
        3. Technical task with candidates is shared in the below format:

          Subject: webdew- Technical task


          Hello <name>,

          Hope you are doing fine.
          Based on the first round of interview, you are requested to complete the following task.

          Task: <task description>

          Deadline for the submission of this task is <date> by <time>

          Kindly provide us your system and internet specification details as below :

          1. Processor
          2. RAM
          3. ROM
          4. Hard Drive
          5. Graphics Card
          6. Windows
          7. Internet/Broadband Connectivity

          In case of any query, feel free to reply to this email or you can directly call us at +91-8814888844. (Press option 3 for Recruitment Team)

          Please reply with confirmation that the task has been received by you.

          __________________________________________

      2. Selecting the Technical Task:

        Update the task from the Technical Task based on the candidate's profile and experience.

      3. Points to Remember :

        1. When we communicate tasks, we adhere to a standardized format that ensures clarity and consistency in our interactions with candidates.
        2. For some specific tasks, we've developed ready-made templates that require only the insertion of role-specific deadlines. Some templates are already designed in HubSpot for roles such as Sales, Hubspot, and TPM. Subsequently, we incorporate this information into a standardized email format, ensuring that our task-sharing process remains well-structured and effective.
        3. The google sheet ; Technical Task mentioned above needs to be updated with any change in the tasks keeping all the data in one place
        4. Update the Deadline: When assigning a technical task to a candidate, it's crucial to ensure that the task's deadline aligns perfectly with the provided deadline. This ensures that candidates have sufficient time to complete the task and submit it as per the expectations.
        5. Change Stage: Move the candidate's status to the "Technical Task" stage in your recruitment process tracking system. This change in stage helps you and your team keep track of where each candidate is in the hiring process. It's a clear indicator that the candidate is now in the technical task phase.
      4. If the Task is Not Received:
        1. Initial Contact: If the candidate hasn't submitted the task by the deadline, it's essential to initiate contact with them. This can be done by calling them to remind them to share the task. This initial contact serves as a gentle reminder and offers the candidate an opportunity to communicate any challenges they might be facing.
        2. Follow-up Sequence: If the candidate doesn't answer your call or doesn't submit the task after the initial contact, it's a good practice to send them a follow-up sequence named "Technical Task Seq." This sequence can include reminder emails or messages to encourage the candidate to submit the task. It shows your continued interest in their application.
        3. Deadline Extension: In some cases, candidates may request an extension for the task deadline. If such a request is made, it's important to evaluate the reason for the extension and, if reasonable, grant an extension. Send the candidate an email explaining the extended deadline, outlining the new due date, and any revised expectations. Clear communication can help accommodate genuine challenges candidates might face.
        4. Acknowledgement: Once the candidate has shared the task, it's a professional courtesy to send them an email acknowledging the receipt of the task. This acknowledges the candidate's effort and ensures they know their submission was successfully received. This acknowledgment can be named "Task Acknowledgement.
        5. Sharing Tasks with Team Leaders (TLs): When tasks are received, there is a specific protocol for sharing them with Team Leaders (TLs). This protocol includes both tasks previously shared and tasks received recently. Additionally, if a candidate has provided portfolio links or work samples, these should be promptly shared with the TLs to assist them in their evaluation.

      5. Technical task with TLs is shared in the below format

      (Kindly note that task with TL is shared through gmail id and not through hubspot)

      Subject: <name of the candidate> (profile name)- technical task

      Hello Sir/Ma’am,

      Please find the following details of the candidate and provide your valuable feedback for the same.

      Name:
      Experience:
      Resume: PFA
      Category: L1/ L2/ L3

      Task: <task description as shared with candidates>


      Completed task: <PFA/ or insert google drive link>

      Regards
      Recruitment Team

      ________________________________________________________________

       

      Salary Level Categorization:

      To maintain the confidentiality of salary information while ensuring transparency and consistency in communication with candidates and Team Leaders, the approach of categorizing expected salaries into salary levels (L1 to L8) is employed. This approach simplifies discussions around compensation without disclosing specific numerical values. Each level represents a range of salaries, allowing for better alignment of candidate expectations and company offerings. (Please note all ranges are in INR)

      Level 1 (L1): 0 - 20,000 
      Level 2 (L2): 20,000 - 30,000 
      Level 3 (L3): 30,000 - 40,000 
      Level 4 (L4): 40,000 - 50,000 
      Level 5 (L5): 50,000 - 60,000 
      Level 6 (L6): 60,000 - 70,000 
      Level 7 (L7): 70,000 - 80,000 
      Level 8 (L8): 80,000 - 90,000 

      In conclusion, this framework represents our systematic approach to task delegation for candidates and team leaders. It underscores the importance of adhering to established guidelines during task assignments to uphold the utmost professionalism and safeguard privacy.

       

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      Drafted by Chanchal Chaudhary on 19th Sept 2023