Most managers settle on their own style of interviewing but is it wise to have just one approach?
If you’re responsible for hiring IT personnel, whether you work for a tech firm or are responsible for recruitment within the IT department, getting the interview right could be crucial to employing the right person for your team. Now, we’ll do our very best to help source the best suited and most well skilled candidates, but it’s down to you to make the final decision, and the type of interview you prepare for your eager new candidates is vital for providing you with the information you need to make this decision.
Regardless of the route you take with your interviewing no doubt there will be a traditional face-to-face interview involved somewhere along the line. There are options here too; maybe you’re happy using Skype, or perhaps you’d like to get other managers involved in the process and conduct a panel style interview? However you choose to conduct this stage of interview it’s a fundamental step that allows you to meet candidates and assess their ability to fit within the culture of your team and organisation as a whole. However, here are some explanations, tips and examples of some of the most popular IT interview styles.
Scenario testing involves creating a scenario that the candidate is likely to face in their role to test their skills and how they deal with the situation. Ideally there’d be five characteristics to scenario testing; 1 – there needs to be a story that is; 2 – motivating; 3 – credible; 4 – complex; and 5 – easy to evaluate. In some interviews you may choose to use test cases, which tend to be a single step, but the scenario test covers a number of steps that would be involved somehow in the ‘business process flow’ and tests a situation from end to end.
Technical interviewing will usually be specific to your business or function and will depend entirely on what your organisation does, the programmes and software it uses and the role in which you are recruiting for. However, it’s not at all unusual for an IT interview to include some form of technical testing. Presenting candidates with a diagram or snippet of code for analysis would test how they put their knowledge into action but also should give you an insight into their thought process and how they approach tasks or problems.
Competency based questions delve into a candidate’s story based evidence to support claims of experience or expertise. Generally interviewers will ask ‘tell me about a time when…’ or “give me an example of…” questions. They’re a great opportunity to understand the context and application of skills and experience seldom learnt from a CV. Also, questions like ‘how have you succeeded in a team project’ will allow you to find out more about the candidate’s personality, professional style and likes and dislikes.
Interviews for certain roles may benefit from the candidate presenting a portfolio of work. Particularly in web design or more creative roles.
Our expert IT recruitment consultants are here to take the pressure off you when recruiting someone new, permanent or contract. We liaise with candidates with the utmost care to ensure that their candidate experience is a positive one. Call us on 0207 788 6600 and let us help you Recruit Someone Worth Recruiting.