International certificate confirms his basic knowledge. This means that candidate at least knows the core Agile values and the principles of Scrum. Certificates of Scrum.org and ScrumAlliance have particular value, because they were created by the founders of Scrum.
If his CV contains experience as the full-time Scrum-master, you may easily consider such candidate at first priority. There are very few experienced specialists in Russia and they are either busy or too expensive.
Slightly worse if someone worked as the Scrum-master, but also carried out other duties at the same time. It happens mostly often if the scrum master “grew up” inside the Team. The danger of such a candidate is that he probably may not have learned to be neutral and independent.
Find the candidate’s activity in the agile community
You can easily find people who take an active part in the life of Russian agile community. If your candidate conducts workshops, speaks at conferences and participates in meetups it is a feature of professional Scrum-master.
Check the candidate’s knowledge during the interview
Know the competences of the Scrum-master and may specify their relationship.
Understands what he is going to do on the first working day and Sprint.
Can offer a solution of your problem with the help of Scrum.
Knows how to turn failures into valuable experience for the Team. Ask him to tell you about similar situations from his practice.
Can give examples of when he had to defend his position. Transformation is a difficult and painful process, so the Scrum-master should be able to maintain independence.
Follow our basic training on Scrum to speak with the Scrum-masters in the same language.
Organize a meeting of the candidate with the Team
Invite the Scrum-master to the Team and let them work together. If the Team does not accept the Scrum-master, refuses to recognize his authority then nothing good will come out of their collaboration. Try to repeat the same thing with another candidate.