Performing a swift competency check doesn’t have to mean sacrificing precision for speed. The key is to prioritize the essentials—measurable outcomes from job-like scenarios—not lengthy questionnaires.

Start by identifying the essential skills the person must exhibit to succeed. For example, if you’re hiring a support agent, the critical skill might be handling a difficult customer scenario calmly and clearly.

Design a short, realistic task that emulates real-world demands. Allow a 5-minute window to handle a simulated customer issue over call or message.

Watch how they structure their response, how well they absorb feedback, and whether they propose a viable fix.

Avoid asking open-ended questions or demanding narrative responses. Use a simple checklist to rate competency: did they recognize the problem, suggest a definite follow-up, and maintain a professional tone?

Ensure the assessment wraps up in under 10 minutes. This approach gives you practical, usable data without disrupting their workflow.

When evaluating several applicants, use the same scenario for everyone to guarantee consistency.

You’ll make evaluations more efficiently, choose the right fit more accurately, найти дизайнера and value their day.