How to conduct a technical interview?

The technical interview is an important stage in recruiting for IT positions. Through it, a recruiter can verify the knowledge and skills of a programmer, tester or web designer. How to conduct it and what methods to use? More about it in today’s article.?

Preparation

As with a general job interview, preparation for a technical interview is very important from the recruiter's point of view. It is imperative that the recruiter has at least a basic knowledge of the position for which he is recruiting. That's why it's a good idea to recall the most important industry terms and study the job description carefully before the interview. Then you can move on to preparing questions and tasks. The set of questions should be the same for each candidate in order to reliably compare interview results.?

Questions from knowledge

One of the most common ways to conduct technical interviews is to ask questions that test the candidate's knowledge. For example, an applicant for a manual tester position can be asked about the differences between quality assurance (QA) and quality control (QC).

Hypothetical questions

Another way to test knowledge is with questions like "What would you do if...?". This is also a good way to see how a candidate handles problem solving. For example, a candidate for a back-end developer position can be asked what he or she would do if another programmer on the team introduced bugs into the code.?

Tasks to perform

Probably the most reliable way to test a candidate's skills is to test them practically. Give the candidate a task to complete. It could be, for example, a code or pseudocode sample to write or a bug in the code to find. After finishing the task, be sure to give the candidate feedback on how it went.

Summary

The technical interview is an important part of the IT recruitment process and you should prepare for it properly. As a recruiter, you have a variety of ways to test the knowledge and skills of candidates to choose from, but it's best to combine them to create the broadest possible picture of potential employees.

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