Interviews are a vital element of any recruitment process. Not only does it allow employers to determine a candidate’s suitability, but it gives candidates an insight into what working for the company will be like. The same is true for mechanical design roles. Using a variety of different interview techniques allows you to fully assess a candidate’s suitability.
Behavioural interviews
Behavioural interviews are a popular interview technique that involves asking candidates about their previous experiences. This allows recruiters to see how a candidate navigated a specific situation and used their skills relevant to the job position.
Behavioural interviews are used in most job interviews, including those for mechanical design. Recruiters will ask behavioural questions to mechanical design candidates to gain a better insight into how they work alongside the processes and approaches to design tasks.
Questions asked in behavioural interviews should be linked to the core competencies or tasks of the job description. That way, you can appropriately determine whether the candidate will be suitable for the role.
As behavioural interview questions do not use hypothetical questions, candidates are expected to share relevant insights or experiences to properly answer the question. This is so that the recruiter can determine how you have behaved in a real situation, understand the value you provided to said situation, and how you define certain work aspects, such as working under pressure.
Some examples of behavioural interview questions that may be asked for mechanical design roles include:
- Tell me about a time when you faced a significant design challenge. How did you approach it and what was the outcome?
- Give me an example of a time when you identified a potential design flaw early in the process. How did you handle it?
- Can you provide an example of when you used simulation or analysis software to validate a design? What did you learn from the process?
- Describe a situation where you had to explain a complex technical issue to a non-technical stakeholder. How did you handle it?
- Provide an example of a project where you implemented a new design concept or innovative solution. What was the impact?
- Tell me about a time when you had to meet strict quality standards or regulatory requirements in your design work. How did you ensure compliance?
- Can you share an instance when a project did not as planned? How did you adapt and what did you learn?
Technical assessments
Technical assessments are another interview technique in mechanical design recruitment that helps to assess a candidate’s technical abilities and skills. These can either be done alongside a technical interview or separately.
Technical assessments put candidates’ technical skills to the test to determine how capable they are in the skills they provided in their CVs. This is a good way to judge how well the candidate will be in the job by testing whether a candidate has the essential skills necessary.
As a result, technical assessment tasks can come in many forms, from finding a flaw in a design plan to carrying out a finite element analysis. However, the tasks involved in a technical assessment will need to be closely matched with the job description.
For a technical assessment to properly showcase a candidate’s suitability, it’s important to make sure they are:
- Relevant to the job role.
- Determine the length and time needed for the assessment.
- Ensure the test is fair and unbiased.
- Give candidates feedback after the assessment, including positive and negative.
- Provide candidates with any relevant details or information so they are well prepared.
- Ensure the assessment is practical and properly reflects tasks of the job or real-world business problems.
Portfolio reviews
Portfolio reviews are another interview technique that is especially beneficial in mechanical design recruitment. A portfolio is a great way for candidates to showcase their previous work, whether that’s design work, CAD models, or prototypes.
As mechanical design jobs revolve around designing mechanical parts, products, and systems, a portfolio review is an excellent way to demonstrate technical ability, career achievements, and the quality of the candidate’s work.
A candidate with a strong portfolio will stand out from other candidates and will demonstrate the value they can provide. These can either be online or in-person portfolios. In-person portfolios usually involve a presentation of talking through the work in more detail.
As such, recruiters can gain much greater insight into the candidate’s real-world experience. Not only does it showcase the candidate’s ability to apply theoretical knowledge, but it also demonstrates the candidate’s breadth of experience.
Technical proficiency is the biggest reason why portfolio reviews are widely used in mechanical design recruitment. Recruiters want to know how proficient a candidate is in using software like AutoCAD or SolidWorks. The level of skill in models, simulations, and technical drawings will demonstrate this.
The interview is a crucial part of determining a candidate’s suitability for the company and role. While the application provides an insight into a candidate, the interview is a chance to assess just how component, skilled, and proficient they are for the role. It also helps you determine whether the candidate will be a good fit for the company, culture, and values.