Interview techniques and IT interviewing tips for Employers

Knowing the right technical questions to ask IT jobseekers plays an important role within the interview and recruitment process. If you're not sure of technical terms check out some common terms via the IT glossary for an explanation of technical terms.

Interview processes

Below is a list of common questions that IT Recruiters and employers use, this list may help you prepare for when you need to interview applicants for IT jobs: 

Tell me about yourself…
This is usually the opening question the interviewer can use, it's an important question to use as it will give an initial impression of the candidate and also help relax the nerves, setting the scene of the interview

- watch out if the answer you receive is more than 5 minutes! Ideally you'd want to hear a structured answer with an overview of their highest qualifications and then running through most recent or important e jobs they have held. Is expected that you will take notes, however if possible get a colleague to make interview notes while you concentrate on asking questions and listening to the answers.

What are your strengths? This type of question allows you to follow up with a competancy based question, where you can ask the candidate to demonstrate an example of the strength into a work related situation.  They could be tangible skills, such as proficiency in a particular computer language, or intangible skills such as good man-management. Where-ever possible try to relate second questions to your job spec, and also watch for body language when a candidate is answering questions.

What are your weaknesses?
This is the "dreaded question" that nearly all candidates will have prepared for; therefore it is good question to gauge the response for evaluating whether the candidate can over come an expected objection. An example of a where a candidate turns a weakness into a strength could be them telling you that their IT ability is not at the level it could be and so they have undertaken further academic study & training courses to improve your skills which has been highly successful and that they self funded this.

Answers that avoid the question are “I don’t have any weaknesses” or “I have a tendency to work too hard”, which is  avoiding the question and provides little information. 

Why should we hire you? / What can you do for us that another candidates cannot?
Asking this type of question gives a opportunity for a candidate to sell themselves, its a totally open question. It can give real insight into the level of interest the candidate has for your vacancy, a longer answer with real specifics can show a genuine interest in the vacancy.

 
What are your goals? / Where do you see yourself in three years time?
A good question to identify long and short term goals, and to identify what is motivating the candidate. Is your job a stepping stone, or a career option? These types of questions uncover values and ambitions of the candidate.

Why do you want to work here? / What do you know about us?
These questions allow the interviewer to probe for an answer that shows the prospective employee has done no research and  knows what your company does. Look out for answers that include your companies values, mission statement, development plans and products. If you hear an answer that relates to “I just need a job” its unlikely the candidate is going to be a good long term staff member.

What are three positive things your last boss would say about you?
This is a great time for a candidate to brag about themselves through someone else’s words. identify if they include  they have the ability to do the job, commitment to the work and if they are a good person to have in a team. For example, “My boss has told me that I am the absolute best designer he has ever had. He knows he can always rely on me, and always commented on my sense of humour.”

What salary are you seeking?
Knowing the salary expectations of a candidate makes the decision process a lot easier, and helps avoids the moment – it could put you in a poor position when negotiating later on, you can often phrase or ask where they are up to in their jobsearch and identify if they have any other offers at this stage. It is often better to identify salary requirements than before the question of what salary is on offer is asked, otherwise you could shut the door on a exceptional candidate if you refer to a specific salary that is lower than their expectation.

If you were an animal, which one would you want to be?
Interviewers use these type of psychological questions to see if a candidate can think quickly, not to find out if they prefer cats to dogs! The answer given gives insight into the type of character the candidate see's themselves as. If the was answer ‘a bunny’, it could mean a soft, passive candidate. If the answer ‘a lion’, you could determine leader or aggressive. Think about what type of personality would be a good match to the existing team?

If you do not have experience of competency based interviews, assessments, and the position you are hiring is critical, consider using the services of a Professional IT recruiter. It is their job to find the exact person you need, matching both technical skills and personality.

Having a good recruiter by your side and at your call can be of tremendous help when and if staff leave unexpectedly.

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