Bring hiring managers into the conversation
Ask the people closest to the work to describe a typical project, its constraints and the decisions the new hire will make. This turns a broad title into a meaningful candidate profile.
Define evidence of capability
Agree on what good experience looks like: project types, tools, responsibilities and problem-solving examples. Avoid treating years of experience as the only measure of suitability.
Use a realistic assessment
Choose questions or a proportionate exercise that reflects the role. Explain the assessment to candidates and apply the same criteria consistently.
Keep the feedback loop short
Share specific feedback after interviews. Clear reasons help refine the search and make the next shortlist more relevant.
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