The technical interview may just be one data point in the hiring process, but it is still an important step. Finding the ideal candidate to join your MSP who combines the right personality fit with the necessary technical skills can be challenging. To maximize the value of your time spent screening applicants, it's important to ask the most effective technical questions.
Don’t Ask Technical Questions With These Qualities
High pass rate: If too many candidates answer a question correctly, it may be too basic or general to assess technical skills effectively.
Irrelevant to job requirements: Asking technical questions or posing issues one will not face in the day to day role does not effectively assess a candidate's potential job performance. Instead, focus on asking questions that directly relate to the core competencies required for the role or the specific problems the candidate would tackle in the position.
Subjective rating: Avoid questions that rely on gut feelings and if you feel like agree or disagree with their answer. Instead, seek objective evidence of technical knowledge and skills by asking questions with black and white answers.
Lack of new information: If the question you posed was overly general, binary (yes-no), or redundant without providing any new insights into the candidate's abilities, ask more targeted questions where you aim to assess something specific.
Guiding answers: Phrase questions to allow for original thought, avoiding fishing for specific responses.
Do's
Structure: Ask all candidates the same set of questions for fair comparison.
Behavior-based: Require candidates to explain real or hypothetical situations they have faced. This being said, experience isn’t a requirement for every position. Sometimes eagerness to learn and a passionate work ethic can help them learn quickly.
Job-related: Ensure questions evaluate the candidate's suitability for the role and company.
Short and specific: Ask direct questions to enable candidates to provide concise answers. Instead of asking a long winded question that covers multiple skills you are looking for, consider breaking it down into multiple questions so that you don’t receive an answer that’s too broad
Conversational: Foster a natural and honest dialogue that benefits both the interviewer and candidate.
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