A technical interview is an essential component of the recruitment process for technical roles in any company. It is a process that helps employers evaluate the technical expertise of potential candidates and make informed decisions about hiring them. Conducting a technical interview can be a daunting task, but with the right approach, it can be a valuable tool for hiring the right candidate for your organization. 

In this blog, we’ll explore the basics of conducting a technical interview, including preparing for the interview, asking the right questions, and evaluating the candidate’s performance.

Preparing for the Interview

The first step in conducting a technical interview is to prepare for it. This involves defining the skills, experience, and knowledge required for the role and creating a list of questions that will help you evaluate these skills. Start by reviewing the job description and identifying the key skills required for the role. This will help you create a list of questions that will test the candidate’s ability to perform the job duties.

It’s also essential to ensure that you have the necessary resources available for the interview. This includes access to a quiet room, a computer, and any tools or software that the candidate will need to use during the interview. You should also ensure that you have a clear understanding of the candidate’s resume and any other relevant information, such as their portfolio or GitHub profile.

Finally, make sure that you communicate the interview format and expectations to the candidate beforehand. This includes the duration of the interview, the types of questions that will be asked, and any technical requirements. This will help the candidate prepare appropriately and ensure that they feel comfortable during the interview.

Asking the Right Questions

During the interview, it’s essential to ask the right questions to evaluate the candidate’s technical skills and experience. The questions you ask should be relevant to the role and designed to test the candidate’s ability to perform the job duties. 

Here are some tips for asking effective technical interview questions:

1. Start with Basic Questions: Start with basic questions to gauge the candidate’s knowledge of the fundamentals. For example, if you’re hiring a web developer, you might ask them to explain the difference between HTML and CSS or to define the term “responsive design.”
2. Use Open-Ended Questions: Use open-ended questions that require the candidate to provide detailed answers. For example, instead of asking the candidate if they know how to use a particular software tool, ask them to explain how they would use the tool to solve a specific problem.
3. Use Scenario-Based Questions: Use scenario-based questions that simulate real-world situations that the candidate is likely to encounter in the role. For example, if you’re hiring a data analyst, you might ask them to analyze a set of data and provide insights and recommendations based on their findings.
4. Focus on Problem-Solving: Focus on problem-solving questions that test the candidate’s ability to think critically and come up with creative solutions. For example, you might ask the candidate to explain how they would approach a complex coding problem or to describe a project they worked on where they had to overcome a significant technical challenge.

Evaluating the Candidate’s Performance

After the interview, it’s essential to evaluate the candidate’s performance objectively. This involves reviewing their responses to the questions, assessing their technical skills and knowledge, and considering how well they would fit into the company culture. 

Here are some tips for evaluating the candidate’s performance:

1. Review the Candidate’s Responses: Review the candidate’s responses to the questions and assess their level of knowledge and expertise. Look for responses that demonstrate a deep understanding of the topic and the ability to communicate technical concepts clearly.
2. Assess Technical Skills: Assess the candidate’s technical skills and knowledge based on their responses to the questions and any technical exercises or tests they completed during the interview. Consider how well their skills and knowledge align with the requirements of the role.
3. Consider Cultural Fit: Consider how well the candidate would fit into the company culture. This includes assessing their communication skills, work style, and personality traits. Evaluate how well the candidate’s values and goals align with those of the company and whether they would be a good fit for the team.
4. Get Input from Others: Get input from other members of the hiring team or relevant stakeholders in the organization. This can provide valuable insights into the candidate’s performance and help you make an informed decision.
5. Follow up with References: Follow up with the candidate’s references to get additional insights into their performance and work history. This can help you validate the candidate’s skills and qualifications and gain a better understanding of their work style and personality.

Conclusion

Conducting a technical interview is a crucial step in hiring the right candidate for technical roles in any organization. By preparing for the interview, asking the right questions, and evaluating the candidate’s performance objectively, you can identify the best candidate for the job. Remember to keep the interview process transparent and communicate expectations clearly to the candidate. By following these basics of a technical interview, you can make an informed decision and hire the best candidate for the role.

Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. Interviewer.AI is a state-of-the-art video recruiting software that uses AI (Artificial Intelligence) to screen in advance and shortlist the candidates that meet the criteria set. HR teams use the software to make the recruitment process more efficient and shorten the hiring cycle.  Learn more about how Interviewer.AI can help your business.

Increase your hiring team’s efficiency using a combination of resume scoring, skill assessment, and asynchronous video interviews. 

Gabrielle Martinsson is a Content Writer at Interviewer.AI. She’s a tech geek and loves optimizing business processes with the aid of tech tools. She also loves travelling and listening to music in her leisure.