Utilising IT Technical Interviews for Candidate Evaluation: A Guide by Coburg Banks

Expert insights on structuring IT technical interviews, the significance of evaluating candidates' technical skills, and the advantages of partnering with Coburg Banks for IT recruitment

If you've landed here, you're probably weighing the significance of IT technical interviews.

In the ever-evolving tech world, these interviews have become paramount in filtering the most competent candidates.

At Coburg Banks, as seasoned IT recruitment professionals, we know a thing or two about the intricacies of these interviews. Today, we’re sharing our expertise.

1. The Significance of IT Technical Interviews

Ever skimmed through a CV and wondered if the candidate's technical proficiencies truly match their claims?

Standard interviews might give a glimpse into a candidate's persona, but may miss out on the tech specifics.

For a sector as dynamic as IT, where every wrong hire can cost a company significantly (both in time and money), vetting candidates' technical prowess is non-negotiable.

This begs the question – what is the actual cost of a bad IT hire? Dive into our discussion on the cost of poor IT recruitment to a business to grasp the full picture.

2. Structuring the Technical Interview

To evaluate a candidate's suitability, the interview must be structured right. This involves:

Understanding the Role Requirements: Differentiating between essential and "nice-to-have" skills is crucial. Collaborating with IT experts can give recruiters a deeper insight into the role.
Developing a Grading System: Objective metrics are the cornerstone of a fair evaluation. A uniform grading system across candidates ensures everyone gets a level playing field.

3. Types of IT Technical Interview Questions

Here's a sneak peek into the kinds of questions to consider:

Theory-based Questions: For software developers, questions about algorithms or design patterns can be invaluable. For a network engineer, queries about routing and switching are key.
Problem-solving/Scenario-based Questions: Challenge candidates with real-world scenarios. Let's say, troubleshooting a broken code or addressing a server glitch. Dive into effective interview techniques for evaluating IT candidates for more such insights.
Hands-on Practical Tasks: Emulating real-world tasks in a controlled environment can be enlightening. This is especially true for roles like DevOps or system administration.
Behavioural Questions: A software developer might be technically sound, but how do they fare in team dynamics or in crisis? Such questions can provide a more holistic view of the candidate.

4. Incorporating Modern Tools and Platforms

In our digital age, several tools have emerged to enhance the IT technical interview process:

Coding Tests and Platforms: Platforms like HackerRank or Codility offer timed coding challenges, helping recruiters gauge coding prowess in real-time.
Simulation Tools: Such platforms replicate real-world IT environments, giving candidates tasks that they might encounter on the job.
Virtual Whiteboarding: Particularly useful for remote interviews, this allows candidates to showcase problem-solving in real-time.

5. Evaluating Soft Skills in Technical Interviews

Beyond tech prowess, soft skills are pivotal. As highlighted in our article on the importance of employer branding in IT recruitment, IT roles demand impeccable communication, adaptability, and an inclination for continuous learning.

Probing into these skills can be as essential as assessing technical expertise.

6. Post-interview Analysis

Once the interview concludes, it's time for reflections:

Gathering Feedback: Pooling insights from all interviewers ensures a comprehensive evaluation. Our discussion on strategies for streamlining the IT recruitment process offers a deep dive into refining post-interview procedures.
Comparing Candidates: Equipped with feedback, it becomes simpler to draw comparisons. Employ the grading system, and watch out for biases.

7. Common Pitfalls and How to Avoid Them

Avoid "gotcha" questions that stump rather than assess candidates. Also, ensure the interview environment is conducive. It's about gauging capability, not catching candidates off-guard.