How to Conduct an Interview: For a Technology Job

By Adam Robinson,
December 6, 2012

If you think of Milton from Office Space when you think of IT workers, we get it, there’s a stereotype when it comes to tech employees. However there are hundreds of thousands of technology jobs open around the country and if the experts are right, you are going to be doing a ton of tech hiring in the future. Most likely these candidates will be male or female millennials and smart as a whip. So quit the stereotyping and start the interviewing!

With lots of hiring on the horizon, there will be a lot of interviewing so maybe it’s time to learn how to conduct an interview for technology jobs. As hiring managers and recruiters, you probably don’t know much about coding, CSS, developing, HTML, or any other of those techy buzzwords and you might have absolutely no idea what to ask inside an interview. So after reading Jessica Stillman’s Inc article today on How to Hire Techies, we decided to break down how best to interview tech talent, pocket protector and everything.

Use an Interview Guide

Don’t make yourself look like a fool. Use an interview guide when conducting interviews for technology jobs. See, tech talent is smart, you will stick out like a sore thumb if you have no idea what you are asking them during an interview and they will out the door faster than you can say “We use PC’s here…”

Consult IT employees, managers, and recruiters about what questions are relevant to the position you are hiring for and what you are looking for when it comes to a new tech employee. Knowledge is power, and you should be confident in your interview questions.

Don’t Dilly Dally

Technology moves at an incredibly fast rate, and so does its employees. Don’t miss out on the industry’s best software developer because you were dilly dallying around before, during, and after the interview! 

For qualified and interested candidates, schedule an interview promptly, make your hiring process clear during the interview, and follow up immediately with a final answer. Your tech candidates will appreciate this and if you act fast you won’t lose them to your competitor across town.

Verify, Verify, Verify!

We cannot stress this enough. Many hiring managers just assume because it’s on the resume, these tech candidates have done everything from development to programming and beyond. If you want to assume, have fun dealing with website security issues. But if you want to ensure you chose the best candidate, verify!

There are thousands of technology and IT tests out there that will prove that your candidate has the skills needed to be awesome at their job, so after you interview, start testing!

And finally one last tip for retaining techies:

Written on a Quora thread: “Engineers are people, too, and no amount of cool technology or awesome Mac laptops with three monitors and free meals will make up for a bad or mediocre manager.”

Make sure all your candidates have these four essential elements!

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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