Design a 20-30 minute hands-on assessment using your actual equipment including system setup, troubleshooting simulation, and client interaction scenario. Test technical proficiency, problem-solving methodology, and communication skills under realistic venue conditions. Structure the trial to mirror typical technical challenges candidates will face whilst observing their systematic approach and client service orientation.
Common misunderstanding: Creating fake trials instead of using real equipment
Many hiring managers create theoretical practical trials instead of using actual venue equipment and realistic scenarios. Effective AV technician trials must involve the specific systems candidates will operate, reflecting actual technical challenges they'll encounter in your venue.
Let's say you are designing an AV Technician practical trial. Instead of asking candidates to describe how they'd troubleshoot equipment problems (theoretical), set up your actual sound system with a deliberate fault and watch them diagnose and fix it using your real equipment.
Common misunderstanding: Testing only technical skills without client communication
Some managers focus only on technical competency without testing client interaction during practical trials. AV technician roles require explaining technical issues to non-technical stakeholders, making communication assessment during hands-on challenges essential for predicting job performance.
Let's say you are running an AV Technician practical trial. While they're troubleshooting a microphone issue, play the role of a stressed event organiser asking "What's wrong? When will it be fixed?" Watch how they communicate technical problems in simple terms whilst working on the solution.
Create a structured trial focusing on equipment operation, diagnostic procedures, and client support during simulated technical challenges. Include system checks, troubleshooting exercises, and communication assessment with realistic time pressure and event scenarios. Design the trial around your most common technical challenges like microphone failures, video display issues, or system integration problems.
Common misunderstanding: Making trials too complex instead of using common problems
Some managers design overly complex trial scenarios that don't reflect typical operational challenges. Effective AV technician trials should mirror your most frequent technical issues and client interactions, providing realistic assessment of actual job demands.
Let's say you are designing an AV Technician trial. Instead of creating a complex multi-system failure scenario, use your most common problem: "The wireless microphone keeps cutting out during presentations." This tests how they handle your actual daily challenges, not rare emergencies.
Common misunderstanding: Running unstructured trials without clear criteria
Some managers conduct trials without sufficient structure or clear evaluation criteria. Effective trial design requires specific technical tasks, observable competency indicators, and standardised assessment criteria to fairly evaluate all candidates.
Let's say you are evaluating AV Technician candidates during practical trials. Don't just watch generally and make subjective judgements. Create specific criteria: "Did they check connections first?" "How did they communicate with the client?" "What was their diagnostic process?" Use the same criteria for all candidates.
Watch for systematic troubleshooting approaches, technical confidence with equipment, clear communication during problems, preventative thinking, and ability to maintain composure under pressure whilst prioritising event success and client experience. Observe their diagnostic methodology, solution implementation, and how they explain technical concepts to different stakeholder types.
Common misunderstanding: Focusing on results instead of troubleshooting process
Many hiring managers focus primarily on successful problem resolution instead of observing the troubleshooting process. The methodology candidates use to approach technical challenges reveals their systematic thinking, adaptability to different problems, and likelihood of consistent performance.
Let's say you are observing an AV Technician candidate during a practical trial. Don't just note whether they fixed the problem. Watch their diagnostic process: Do they check connections systematically? Do they test components methodically? This process reveals more about their technical competency than the final result.
Common misunderstanding: Watching only technical work without observing client communication
Some managers observe only technical skills without assessing client communication during practical trials. AV technician success requires translating technical concepts appropriately for different audiences, managing expectations during system failures, and maintaining professional communication under pressure.
Let's say you are observing an AV Technician candidate during a hands-on assessment. While they work on the technical problem, role-play as different client types: an anxious event organiser, a confused presenter, and an impatient executive. Watch how they adapt their communication style and manage expectations for each personality type.