Introduction
Adobe Experience Manager (AEM) is a leading cross-channel marketing platform and an enterprise content management solution that provides a wide array of tools for building, managing, and tracking your digital assets. It helps websites, mobile apps, and even digital signage to run smoothly.
With the rise of digital marketing and social media, there has been an increase in demand for experiences that can be built on top of these platforms. But most importantly, what’s become even more challenging is to find and retain highly skilled Adobe Experience Manager candidates.
In this article, we’ll discuss the challenges that the talent acquisition team faces when looking for the right candidate. Next, we’ll discuss top interviews to ask before hiring an Adobe Experience Manager (AEM) candidate to ease the struggles of employers and the hiring team.
Bonus Read – We’ll also shed light on some simple yet important tips to keep in mind before hiring an Adobe Experience Manager talent. Let’s get straight to it.
Challenges Faced by Recruiters
1. Hiring for niche skill sets
There’s no doubt about the fact that Adobe Experience Manager (AEM) is an extremely niche skill set, which is why it is all the more difficult to hire for these roles. This coupled with evaluating the candidate for their technical, behavioral, and cultural fit aspect makes the hiring process even longer, expensive and tedious, hence a big hassle for recruiters and employers.
2. Dealing with fake applicants
When roles are as niche as Adobe Experience Manager, scams and fake applicants make their way into the hiring pipeline thereby disrupting the entire recruitment flow. Fake applicants are not unheard of in the IT industry, but these become 2x when dealing with niche roles.
First, stay cautious of scammers who impersonate candidates during the recruitment process. Second, don’t allow any applicant access to your network without knowing who they are and how they can successfully complete their job responsibilities. Remember, it’s better to be safe than sorry.
3. Validating candidates’ skills
The challenges of hiring Adobe Experience Manager professionals have to do with validating their skills and understanding what they can bring to the table in terms of your company. Specifically, how do you measure or evaluate their skills? How do you know what candidates offer or don’t offer to your company?
The Solution – Top 10 Interview Questions to Ask Before Hiring AEM
We have compiled a list of all the best AEM (Adobe Experience Manager) Interview Questions and answers for beginners, intermediate and experienced candidates. You’ll find that these questions are most helpful when interviewing for roles such as AEM developer and admin. This right here is your best bet to identify and evaluate if they are the right hire for your company.
Q1. Why is AEM preferred over CMS?
The most important advantages of AEM are its integration with workflows, social media, and collaboration platforms. AEM is the preferred choice for customers because it allows them to deploy a multichannel digital marketing strategy using a single tool. AEM provides content authoring, social media integration, collaboration, and more.
Q2. What is CQ in Adobe CQ5 CMS?
CQ stands for Communique in Adobe CQ5 CMS.
Q3. Explain Sitecore CMS.
Sitecore CMS is a powerful digital marketing tool that helps editors and content managers keep complete control of their websites. This includes e-commerce, social integration, and blog posts. The platform is renowned for its effectiveness on desktop and mobile devices.
Q4. What is the difference between Sitecore & AEM?
When it comes to building scalable solutions, both Sitecore and AEM are top-notch enterprise content management solutions. They offer nearly identical functionality for web content management, but AEM is considered more feature-rich than Sitecore at the time of writing. But, where Sitecore is highly customizable, AEM is only moderately customizable.
Q5. What is RESTful?
REST is a set of architectural constraints that apply to the design of client-server applications. The most important constraint is that a RESTful application adheres to the following set of rules: Uniform Interface, Code on Demand, No State, and Layered System. The other constraints include stateless, cacheable, and layered systems.
Q6. What is the use of an AEM dispatcher?
The AEM dispatcher was introduced to protect the AEM server from external attacks. The purpose is to cache as much content as possible so that the attack does not reach the layout engine.
Q7. Explain the difference between a dialog and a design dialog
A design dialog is displayed when you are in design mode in AEM. The input that is received here will be stored at the template level and accessed across the whole site. The main difference between a dialog and a design dialog is that a dialog will only display when you are in design mode in AEM.
Q8. What is the difference between a package and a bundle?
A zip file is called a package. It contains content in the form of a file system specialization or vault specialization. A loadable collection of jars, classes, and configuration files that mainly declare their external dependency is known as a bundle.
Q9. What are the benefits of using OSGI?
OSGI is a Java application architecture that makes it easier for developers to create large and complex applications. Using OSGI reduces the complexity of the system and makes it easier to manage. It also increases performance since unused parts of the application don’t need to be loaded into memory.
Q10. What is extending a component?
An extending component is a model that has the same features as the base component but extends these features. The extending method is used to create logic to add to the website content.
Tips to Hire AEM Candidates With Ease
By now it’s clear that hiring a candidate for a niche role such as the AEM is no easy feat. Hence it’s important to tweak and adjust your hiring and retention strategies to onboard the right people.
- Research, review & recruit
Fear of hiring the wrong candidate can make the hiring process unnecessarily long. It’s best to do your background research before hiring a candidate, interview & review their profile.
If the candidate you are thinking of hiring is not your cup of tea, let them go & look for someone else who will give you better results. And if the candidate is right for the job, go ahead and hire them instead of beating around the bush. Ultimately time is money!
- Simplify your hiring process
When you’re trying to fill an IT role, the competition is fierce. You need your hiring process to be smooth and transparent so that you can find the right person for the job. It’s better to focus on simplifying your processes than spending hours interviewing potential experts who may not fit well into your IT niche role.
- Choose a niche recruiter for a niche role
Finding a niche recruiter can make all the difference in terms of your talent acquisition process. A niche recruiter understands and specializes in hiring for niche IT talent, so you’re getting the right person who understands what it takes to get this type of role filled by a company.
That’s where we come in! We can help you find the right candidate for your team and make this process as simple as possible for both you and the candidate.
Let us do all of the leg work while you focus on your core business.
Techtory specializes in hiring talent for niche roles such as Adobe Experience Manager. We source, screen, vet, and hire candidates that perfectly fit your long-term needs.