Candidate Review
Assess Candidates
Interview Questions to EAs.
Assess Candidates
Interview Questions to EAs.
BLUF: This is an "Initial" candidate assessment based on one's resume and/or interview.
CHALLENGE: Measuring these attributes can be complex due to the inherent subjectivity and difficulty in quantifying tacit knowledge.
Emotional Skills: (6)
Integrity -- Shows that you have the "judgment to do the right thing."
Optimism -- A positive outlook and belief in favorable outcomes.
Intellectual curiosity—a strong desire to learn and explore new ideas.
Work ethic—dedication and diligence in completing tasks and responsibilities.
Empathy—the ability to share and understand others.
Self-awareness—conscious knowledge of one's disposition (mind & characterand motivations.
Assessment Process -- (Experience, Explicit & Tacit Knowledge):
Experience.
Years of Experience: A straightforward metric, but it doesn't account for the quality or relevance of experience.
Job-Specific Experience: This focuses on the duration of experience directly related to the job.
Performance Reviews: While not a direct measure, performance reviews can provide qualitative insights into experience and its impact on job performance.
Explicit Knowledge. -- (Documented)
Certifications and Licenses: These can validate specific knowledge areas.
Educational Qualifications: Degrees and diplomas can indicate a foundation of knowledge.
Training Records: Documentation of training programs completed.
Knowledge Tests: Assessments designed to measure specific knowledge domains.
Tacit Knowledge. -- (Not Documented/In the brain)
Expert Interviews: Qualitative interviews with experts to identify key tacit knowledge elements.
Observation: Observing experienced employees to identify unspoken knowledge.
Peer Reviews: Colleagues can provide insights into an individual's tacit knowledge.
Performance-Based Assessments: Evaluating an individual's ability to apply knowledge in real-world situations.
Candidate.
Is the candidate "Technical," Managerial," or "Both?"
What "negatives" does the candidate have?
Use AI (Bard and/or Claude):
Copy/Paste:
Based on these criteria, <cut/paste the above process here>
Does this person meet <DOE criteria>
Provide a measurement of confidence (1 is Poor, 2 is ok, and 3 is good) based on <cut/paste resume here>
Interview Q&A -- General
BLUF: Use AI to generate 3-5 interview questions based on the role.
Use AI: Bard:
Ask Bard: "Give me 3 to 5 interview questions with appropriate answers for the role of <put role title here>.
Put AI Q&A in a 'Word" document; highlight in yellow notable answers.
Measure the candidate: I have a Quick & Easy Task for you. I want you to market and promote yourself. Ready...
(Task 1) Do have a pen or pencil and paper handy? This offers knowledge that the candidate can understand and comprehend in an easy, but basic task/action.
(Task 2) I'm going to give you 5-levels of measurements. Based on your overall Experience, Education, and Professionalism, what level are you?
Last Task: (Task 3) Give the candidate the 3 descriptions of each level, and explain why he/she is at that level.
Level 1. Novice/Beginner: (1) Limited experience in the field. (2) Basic understanding of relevant concepts and principles. (3) May require significant guidance and supervision. -- Explain 1, 2, and 3, starting with 1, and why you picked this level.
Level 2. Emerging Professional: (1) Developing experience in the field. (2) Solid foundation in relevant concepts and principles. (3) Capable of working independently with some guidance. -- Explain 1, 2, and 3, starting with 1, and why you picked this level.
Level 3. Experienced Professional: (1) Proven track record in the field. (2) Deep understanding of relevant concepts and principles. (3) Able to work independently and provide guidance to others. -- Explain 1, 2, and 3, starting with 1, and why you picked this level.
Level 4. Subject Matter Expert: (1) Extensive experience and expertise in the field. (2) Recognized as a thought leader and authority. (3) Capable of leading complex projects and initiatives. -- Explain 1, 2, and 3, starting with 1, and why you picked this level.
Level 5. Distinguished Professional: (1) Exceptional experience and expertise in the field. (2) Widely respected for their contributions and achievements. (3) Serves as a mentor and role model for others. -- Explain 1, 2, and 3, starting with 1, and why you picked this level.
Interview Q&A -- for EAs
Write me 3-5 smart interview questions that cover tacit and explicit knowledge so I may ask a 15+ year experienced enterprise architect to support the Department of Energy Y-12 architectural team?
What is the best quick and concise answer to this question: <cut/paste question here>”
ChatGPT said:
Certainly! When interviewing a highly experienced enterprise architect, especially for a specialized role such as supporting the Department of Energy Y-12 architectural team, you want to probe both their tacit (experience-based, intuitive) and explicit (documented, systematic) knowledge. Here are some tailored questions that should cover both areas effectively:
Tacit Knowledge Question:
Question: “Can you describe a complex project where you had to navigate conflicting stakeholder interests while aligning the architectural vision with strategic goals? How did you approach the situation, and what was the outcome?”
Rationale: This question seeks to uncover the candidate’s experience-based insights and problem-solving skills, focusing on their ability to handle real-world complexities and stakeholder dynamics.
Answer: "In a previous project, I led the redesign of an enterprise IT infrastructure where different departments had conflicting priorities—some focused on cost reduction, while others prioritized advanced capabilities. To address this, I conducted a series of workshops to align stakeholders on the strategic goals and used a prioritization framework to balance competing needs. I facilitated open communication and established clear criteria for decision-making, ensuring that all perspectives were considered. As a result, we achieved a solution that optimized costs while enhancing system capabilities, and the project was completed on time and within budget, leading to a 20% increase in operational efficiency."
Explicit Knowledge Question: -- 🛑
Question: “Can you walk us through your approach to developing an enterprise architecture framework for a large-scale organization? What methodologies and best practices do you rely on, how do you ensure they are tailored to the specific needs of the organization, and how did you influence stakeholders to agree?”
Rationale: This question targets their systematic knowledge and understanding of architectural frameworks, methodologies, and practices, highlighting their ability to apply explicit knowledge to create tailored solutions.
Answer: "My approach to developing an enterprise architecture framework involves three key steps: first, I conduct a thorough assessment of the organization's current state and strategic goals. Next, I leverage established methodologies like DODAF, TOGAF or Zachman to structure the framework, ensuring it aligns with industry best practices. Finally, I tailor the framework by incorporating feedback from key stakeholders and adapting it to address the organization’s unique challenges and objectives. This ensures the framework is both robust and relevant, facilitating effective implementation and achieving strategic alignment."
Tacit Knowledge Question: -- 🛑
Question: “Describe a time when you had to make a critical decision with incomplete or ambiguous information. How did you manage the uncertainty, and what was the impact of your decision on the project?”
Rationale: This question explores how the candidate uses their intuition and judgment to make decisions under uncertainty, providing insight into their decision-making process and risk management skills.
Answer: "In a project where we faced a sudden change in regulatory requirements, I had to decide on the architecture adjustments with incomplete details. I conducted a risk assessment, consulted with experts, and used scenario planning to explore potential outcomes. By making an informed decision based on the best available information and preparing contingency plans, we adapted the architecture effectively. This approach minimized disruptions and ensured compliance, ultimately keeping the project on track and avoiding costly delays. "
Explicit Knowledge Question:
Question: “How do you stay current with advancements in enterprise architecture and related technologies? Can you provide an example of how you have integrated a new technology or best practice into an existing architecture?”
Rationale: This question evaluates their ongoing learning and adaptation skills, focusing on their ability to apply new knowledge and technologies to enhance architectural practices.
Answer: "I stay current by regularly attending industry conferences, participating in professional networks, and reviewing leading publications. For example, I recently integrated a new cloud-native technology into our architecture by first evaluating its fit through a proof of concept and then gradually incorporating it to enhance scalability and flexibility. This integration improved system performance by 30% and aligned with our long-term technology strategy."
Tacit and Explicit Knowledge Question:
“In your experience with enterprise architecture, what are some key lessons you’ve learned about aligning architectural strategies with organizational goals? How have these lessons influenced your approach to architectural planning and implementation?”
Rationale: This question combines both tacit and explicit knowledge by asking them to reflect on their experiences and the lessons learned, while also discussing how these insights have shaped their approach.
Answer: "A key lesson I've learned is the importance of continuous stakeholder engagement (having an open communication effort) to ensure alignment between architectural strategies and organizational goals. By maintaining regular communication and incorporating feedback throughout the project, I can adjust/pivot the architecture to meet evolving business needs. This approach has led to more successful implementations and better alignment with strategic objectives, ultimately driving greater value for the organization."
These questions should help you gauge the depth of the candidate's experience and their ability to apply both tacit and explicit knowledge effectively in their role.