the Best Real Techniques for Interviewing IT Candidates

Uncover the Best Real Techniques for Interviewing IT Candidates

You understand the need to hire the right IT candidates for your team, but you may be wondering what the best interview techniques are. After all, IT professionals come from a range of backgrounds and experiences. And with the demand for IT professionals continually on the rise, you need to find a way to weed out those who aren’t suitable for the job.

Luckily, there are real techniques and strategies that you can use to make sure you’re getting the most from your interview process. In this article, AboutHR will dive into some of these powerful techniques and uncover how to get valuable insight into each potential candidate.

From giving job-specific tasks to asking open-ended questions, we’ll examine some best-practice tips that will help you determine which technical skillsets and qualities your ideal IT candidate possesses.

Preparing for an IT Interview

Are you getting ready to interview an IT professional? Before you do, it’s important to prepare the right skills and tools.

The best way to approach an interview is to start by defining clear goals and objectives. Think through exactly what you need from each candidate and make sure that your expectations are in line with the job requirements. Once you have established this, create a plan that outlines the steps of the interview process, such as pre-interview research, preparation for each session, post-interview analysis and anything else that will help ensure a smooth process.

For any successful IT interview, it is also essential that you ask questions tailored to a candidate’s experience and background. Don’t forget to bring up specific areas of technical knowledge or projects that relate directly to the role for which you are hiring. This will allow you to gain insight into their abilities in these areas. Additionally, don’t be afraid to ask questions outside of IT-related topics; this will give a more detailed view of who the person is on a personal level as well as how well they work in collaborative settings.

Evaluating Hard Skills in IT Interviews

When it comes to IT talent, an interviewer needs to be able to evaluate a range of hard and technical skills. This includes assessing whether candidates have the necessary knowledge of specific programming languages and other IT tools, as well as understanding their grasp of new and emerging technologies.

But questioning isn’t the only way to judge hard skills. To assess whether a candidate is up to scratch, consider having them complete a coding exercise or quiz – or better yet, provide them with an example project that they can work on in their own time. It should be realistic enough to take into account the candidate’s previous experience, but complex enough that it gives you some insight into how they approach problem-solving.

Additionally, you might consider asking for reference projects from the candidate’s portfolio or previous employment records; this will not only provide insight into their actual hands-on experience with certain technologies but also give you some insight into how they handled certain projects and what kind of results they were able to achieve.

Profile and Attitudes Matter in IT Interviews

What’s important to remember when interviewing IT candidates is that the profile and attitude of a candidate matters just as much as their technical expertise. After all, you don’t want to bring on somebody who isn’t a great fit for the team.

  • Ask Questions About Personality

A great starting point for gaging an IT candidate’s personality is to ask about their past professional experiences—how did they approach challenges, and how did they work with colleagues? You can also ask behavioral questions such as “tell me about a time when you had to think outside the box” or “tell me how you handle feedback.”

  • Listen Carefully and Take Notes

When a candidate answers, it’s important to listen carefully, and take notes if necessary. It’s also important to note their body language—are they confident? Are they enthusiastic about the challenge?

  • Ask Candidates for Relevant Examples

Another way of gaging whether an IT candidate will be a great fit for your team is by asking them for relevant examples from past experiences. What have they done before that aligns with what you’re looking for your team member to do? It’s also okay to ask hypothetical questions if you feel like it can give an insight into how a potential hire would handle certain challenges.

Wrapping Up the IT Interview

The IT interview should end with an overview of the key takeaways. This is especially important if the candidate is interviewing for a higher-level or executive role. Ask them to summarize their qualifications and illustrate why they’d make a great asset to your team.

This helps you to confirm they have a clear understanding of the job requirements and that their skills are relevant to the role. Encourage them to ask any questions they may have and provide them with information about when they can expect to hear back from you regarding your decision.

Setting clear expectations around the timeline helps keep them informed and also shows that you’re organized and professional. As a final step, it’s also helpful to provide them with any relevant contact information such as your name, job title, email address or phone number in case of follow-up questions or clarifications.

That’s it! By following these real techniques for interviewing IT candidates, you’ll be able to unearth top talent who will bring fresh ideas and excellent execution capability to your team.


IT candidates are in high demand, and it can be challenging to identify the right fit for your company. That’s why interviewing IT candidates requires a unique set of skills and techniques to make sure you make the right hire.

Working with a recruiting agency can be an excellent solution to save time and money and ensure that you hire the right candidate. Recruiting agencies specialize in sourcing and screening candidates, which means you’ll receive a pool of pre-screened, qualified candidates to consider. They can also help you define the position, set expectations, and provide valuable insights into the market and trends. If you have any questions about cooperation with a recruitment agency, please contact Marianna Hrynyshyn!

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