Effective Interview Process
Vacancy Analysis
Job Title: Mechanical Engineer
Key Responsibilities:
Responsibilities:
1- Monitoring progress and addressing issues promptly
2- Coordination with consultant, operation company, suppliers, contractor, test and
commission company and other departments within the group
3- Implementing and monitoring mechanical works (e.g., HVAC, firefighting,
plumbing) according to approved designs
4- Reviewing and modifying shop drawings to avoid execution conflict.
5- Managing purchase orders and subcontractor invoices
6- Managing QC inspections for materials and completed works
Skills:
- Proficient in AutoCAD and MS Office
- Proficient in English
- Must demonstrate strong interpersonal, speaking skills
Qualifications :
- Bachelor's degree of mechanical power engineering
- 5 -10 years experience
Organizational Context:
The Candidate will report directly to the Department Manager, coordinating and
ensuring the handover of the floors, as well as making sure that systems, equipment,
or machinery function according to the specified technical requirements before
becoming fully operational.
Interview Format/Structure
A structured interview each candidate will be asked the same set of predetermined
questions. allowing the interviewers to effectively compare candidates.
Justification:
Advantages:
o allowing the interviewers to effectively compare candidates.
o This ensures fairness and consistency.
Disadvantages:
o May not allow for flexibility or probing deeper into responses.
o Not comfortable for candidates
Interview Structure:
(Sequential Structure interview)
First interview
Introduction (2 minutes):
o Manger welcome the candidate and Provide an overview of the role.
Warm-up (7-10minutes):
Manager with candidate Talk about the candidate’s experience based on
their CV.
Core Questions (20 minutes):
Manager ask technical questions based on the job description.
Candidate Questions (5 minutes):
Allow the candidate to ask questions about the role or the company.
Closing (1 minutes):
Tell him about next interview with HR and thank the candidate for his
time.
Second interview
1. Introduction (5 minutes):
1. Welcome the candidate and introduce ourselves.
2. Provide an overview of the company and the role.
2. Warm-up (5 minutes):
1. Ask general questions about the candidate’s current role and practical
conditions
3. Core Questions (5-10 minutes):
1. Ask behavioral, and situational questions based on the job description.
4. Candidate Questions (5-10 minutes):
1. Allow the candidate to ask questions about the role or the company.
5. Closing (1 minutes):
1. Thank the candidate for their time and tell him We will contact you
with the interview results within 2-3 days.
Interview Content:
Behavioral Question:
Tell me about a time you had a conflict at work? How did you handle it?
Situational Question:
What would you do if you had a disagreement with your manager due to
different working styles?
Technical Question:
Explain the process you follow when selecting materials for a new mechanical
design. How do you ensure that the materials meet both functional and safety
requirements?
Competency Question:
Give an example of a time when you had to meet a tight deadline for a
mechanical design or project. How did you prioritize tasks, and what was the
outcome?
Stress Question:
If your manager assigns you multiple tasks and you complete all of them
successfully, but miss one task and your manager becomes upset, how
would you handle the situation?
Interview Type Justification
The competency-based interview will be used for assessing technical skills, problem-
solving ability, and teamwork. This type of interview is well-suited for a role that
requires coordination, teamwork, and handling conflict
Technical Interview:
This interview type will evaluate the candidate’s technical knowledge and
ability to work with our the site conditions.
Behavioral Interview:
Behavioral questions will assess the candidate’s soft skills, such as
communication, teamwork, and conflict resolution. These skills are critical in
a collaborative engineering environment.
Interview Administration
Scheduling and Logistics:
Coordinate interview schedules through email or phone, ensuring candidate can attend
at a time that is convenient for him.
Creating a Comfortable and Professional Environment:
Conduct the interview in a quiet, well-lit meeting room.
Ensuring Consistency and Fairness:
Use the same set of questions for every candidate to ensure fairness.
Methods for Recording and Evaluating Responses:
Take notes during the interview, focusing on key responses and behaviors.
Legal Considerations and Best Practices:
Ensure that the hiring process respects the candidate’s privacy and is conducted with
integrity.
