Assessing Technical Skills in an Interview
In today’s technology-driven labour market, assessing candidates’ technical skills during interviews is more crucial than ever. As businesses increasingly rely on advanced tools and systems, finding the right talent can make or break a company’s success.
But how do you effectively assess technical abilities without overwhelming candidates or complicating the process? This article provides practical strategies, resources, and examples to help employers evaluate tech skills effectively and fairly.
Why Assessing Tech Skills Is Critical
The modern workforce is deeply intertwined with technology. From managing cloud-based systems to coding and data analysis, technical expertise has become a cornerstone of efficiency and innovation. Evaluating tech skills helps employers:
- Ensure Role Fit: By confirming a candidate’s abilities match job requirements, employers avoid costly hiring mistakes.
- Drive Business Growth: Skilled employees can implement tech solutions that improve processes and boost productivity.
- Stay Competitive: In a rapidly evolving digital landscape, businesses must hire individuals who can keep up with new technologies and industry trends.
Without proper assessment, companies risk onboarding employees who may lack the proficiency to meet their needs, hindering growth and innovation.
Ways to Assess Tech Skills in an Interview
1) Technical Skill Tests
Skill tests allow employers to evaluate candidates’ hands-on abilities. These tests can range from coding challenges to software-specific tasks.
- Examples:
- For a developer role, use platforms like HackerRank to test coding proficiency.
- For IT positions, simulate some common troubleshooting scenarios to assess problem-solving skills.
- Tips for Improvement:
- Keep tests relevant to the role.
- Limit test durations to ensure they’re not overly stressful or time-consuming.
- Offer tools and resources candidates might need to complete the task.
2) Portfolio Reviews
If available, reviewing a candidate’s portfolio can provide insight into their previous work and expertise.
- Examples:
- For general staff, ask them how they would trouble shoot a common workplace application such as Microsoft Teams if it was freezing or the audio wasn’t working. Or, ask them if they can demonstrate how to create a meeting in Microsoft Outlook and have them invite you and another team member for a one-time occurrence, then ask them to update it to a recurring event.
- For graphic designers, ask for a portfolio showcasing design software proficiency (such as Adobe Illustrator).
- For data analysts, request dashboards or reports they’ve created, and the results of the research collected.
- Tips for Improvement:
- Prepare specific questions about their work and the role that they’re applying for to understand their process.
- Focus on both technical quality and creative problem-solving.
3) Scenario-Based Questions
These questions evaluate how candidates approach real-world challenges and apply their technical knowledge.
- Examples:
- “How would you optimize a slow-running database query?”
- “What would you do if I requested a recurring Zoom meeting for a bi-weekly check-in?”
- “How would you handle a cybersecurity breach in a cloud environment?”
- “If I needed a poster or a social media post created, what format would you use?”
- Tips for Improvement:
- Relate scenarios to actual tasks from the job description.
- Allow candidates to ask clarifying questions, simulating real-life problem-solving.
4) Pair Programming or Collaboration Tasks
Pair programming sessions or collaborative tasks help assess teamwork, communication, and technical skills simultaneously.
- Examples:
- Collaborate on a small coding project.
- Solve a live problem using collaboration tools like Google Workspace.
- Tips for Improvement:
- Clearly define roles and objectives for the task.
- Focus on the process, not just the outcome.
5) Tech-Specific Behavioral Questions
Behavioral questions tied to technical expertise can reveal how candidates’ experiences align with the role.
- Examples:
- “Can you describe a time you automated a repetitive process?”
- “Tell me about a challenging technical problem you solved and how you approached it.”
- Tips for Improvement:
- Look for specific examples and measurable results.
- Probe further to understand their thought process and decision-making.
Tips to Ensure Positive Experiences for Candidates
- Set Clear Expectations: Provide detailed instructions and outline what the assessment will cover.
- Keep It Balanced: Combine technical evaluations with soft-skill assessments for a holistic view.
- Be Respectful of Time: Ensure tasks or tests don’t take excessive time to complete.
- Offer Feedback: Regardless of the outcome, provide constructive feedback on their performance.
- Create a Welcoming Environment: Encourage questions and foster open communication to reduce stress.
Assessing technical skills in interviews is vital for making informed hiring decisions in today’s competitive labour market. Remember, the goal is not just to test knowledge but to identify talent that aligns with your company’s needs and culture.
Additional resources to assist with you with assessing technical skills in an interview!
HackerRank is a platform offering coding challenges and assessments tailored to specific roles.
Kootenay Employment Services has articles on balancing technical and soft-skill assessments.
Indeed’s article offers practical advice and examples for skill assessment.
SHRM’s article provides insights on why skill evaluations matter in recruitment.
