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Technical Interview Evaluation
Technical Interview Evaluation
Candidate Name
Interview Date
Interviewer
Scoring - Candidate evaluation forms are to be completed by the interviewer to rank the candidate’s overall qualifications for the position. Under each heading, the
numerical rating and write specific job related comments in the space provided. The numerical rating system is based on the following: 5 - Exceptional, 4 - Above
Unsatisfactory
Requirement for
the post Score Score
Experience
Educational Background - Does the candidate meet
the education requirements to hold a position looking
for the position
Comments:BE/DEE- 4yrs
Certifications - Does the candidate hold the degree
certifications and training?
Comments:
Relevant Experience - Does the candidate have
sufficient
Comments:
Technical Skills
Theoretical knowledge - 3
Comments:Should take minimum 60%
verbal interview assessment
Electrical 4
PLC,Control circuit ,Drives,Motor,Transformer
HT< ,sensor and automation
Pneumatic 3
Valves, pneumatic circuit ,cylinders&FRL
Hydraulic 3
Valve, Pumps, hydraulic cylinder flow and pressure
control , pressure relief valve
Compressor and Chiller 3
Mechanical maintenance 2
Types and function of maintenance 4
Comments:
Troubleshooting Process – How does the candidate 4
describe troubleshooting bugs?
Comments:
Improvement Experience - Has the candidate had 3
experience implementing significant improvements?
How did the candidate go about implementing them?
Comments:
Technical Communication –1. How well can the 3
candidate present and explain technical details to a
non-technical audience? -2.Is having experience
handling supplier/government officers
Comments:
Spare parts planning - how well can the candidate 3
Technical Score 37
Behavioural Questions
Flexibility 3
Cooperative 3
Responsible 3
Attitude 3
Communication 3
Ability to Learn 3
Total score 18
Current CTC
Expected CTC
Select/hold/Reject
Signature
Interviewer 1
Interviewer2
Interviwer 3
HR
RM FOR TECHNICAL CANDIDATES
overall qualifications for the position. Under each heading, the interviewer should give the candidate a
g system is based on the following: 5 - Exceptional, 4 - Above Average, 3 - Average, 2 - Satisfactory, 1 -
Score