When recruiting and interviewing for a technology role, most hiring managers know that they need to look beyond the resume and certifications and learn the soft skills, like initiative, innovation and communication abilities of the candidate.
Here are seven situational and behavioral questions to ensure your next tech candidate has the skills needed to excel in their role.
Explain [this] technology in layman’s terms
The ability to communicate with non-technical people is imperative. You can assess candidates’ communication skills with this interview question. Do they avoid obscure acronyms and jargon? How well can they break down a complicated process? Try asking a few obvious follow-up questions to get sense of how they’d interact with fellow employees and managers.
How do you keep your technology skills current?
Tech professionals work hard to keep their skill set current, and they do that by reading blogs, taking courses, joining hackathons and taking on personal IT projects. This interview question can help you gauge the candidate’s enthusiasm for the profession, as well as open a conversation about professional development.
What three words would your friends use to describe you?
The answer can clue you in to a candidate’s personality trait that may not be clear through their resume or traditional interview questions. It also gives insight into how the individual perceives themselves and the role they’re applying for. For example, if their answer focuses on their creative side but the position is very analytical in nature, the job may not be a good fit.
Tell me about a tech project you’ve worked on in your spare time.
You want to hire an IT professional who devotes their personal time to side projects. Why? These are driven and curious, which keeps their skill set fresh. Ask how they stay motivated, what interests them about the project and what their ultimate goal is. Ask them to demo a website or app they’ve built to see their work.
Behavioral style questions like the ones below, demonstrate your candidate’s ability to analyze, innovate and lead:
- Identify the problem – Provide an outline of a procedure or process that your company has already identified as problematic. Ask the candidate to document where they see potential problems.
- Prioritize the problems – Provide three true company scenarios where there is a clear business problem. Ask the candidate to rate them in order of immediate action and for a brief action plan of resolution.
- Identify industry trends/changes – Referring to their current role, ask the candidate for an example of an industry trend they identified in advance. Have them review a timeline/project plan from identification to project/process execution and evaluation.
Don’t Leave Hiring Up to Chance!
Recruiting, screening, and interviewing candidates for technical roles is not an easy task. First, they need to have the technical skill set required for the position, coupled with the soft skills and business acumen needed to succeed. Don’t chance a good hire, call the professional and experienced IT recruiters at ASK Staffing first. Contact us today!