Some of the most important people in your company are the IT staff. Their specialized knowledge helps power your company efficiently and assists every other person with troubleshooting that’s crucial to productivity. When you’re hiring IT staff, you need to make sure you have the most comprehensive interview questions so you can identify the most competent candidates. Here are four types of questions you need to ask.
Technical knowledge
There are several options here. You could ask about current trends affecting the IT industry. Your potential hire should be able to think broadly and proactively and keep up-to-date on changes in the business. How do they anticipate these trends affecting the profession?
Or make it a case study question. Ask about a recent issue your company had to deal with and how they think it should be resolved. Does she ask insightful questions that reflect what her responsibilities and concerns would be? Does she handle the situation appropriately?
A third option is to have her explain a complicated subject that she knows well. The subject itself is less important than her ability to demonstrate her knowledge and break it down for someone who might not understand.
Challenges
Ask her about a time when she was asked to perform a task or project she didn’t understand or do something she’d never done before. Is she an independent problem-solver? Or does she rely on the interventions and oversight of others? Ask whether she gets bored easily, and what her favorite and least favorite work-related activities are. You don’t want to have to deal with an unsatisfied employee down the road, so make sure her list agrees with the role at your company.
Expectations
Her expectations for the position should align with what the position would actually entail. Ask what types of activities and responsibilities she thinks she would have—and what she’d prefer to have. It might not be worth hiring her if what she likes to do and what she will actually do don’t match. Also, ask about her goals for her career and what skills she hopes to develop. Do those goals and skills seem realistic at your company?
Interpersonal skills
Decent interpersonal skills are important, especially if the position you’re hiring for involves supervising or connecting with other employees on a regular basis. Ask about the relationships she’s had with people she’s worked with. Or ask about a situation when she had to deal with a particularly difficult co-worker and how she handled it. You also might want to ask about extracurricular hobbies and interests to make sure you’re hiring a well-rounded person. Remember that most IT roles require a good bit of instruction and collaboration, so it’s important your candidate will fit into your company culture.
For more tips on how to fill your IT department with the most competent and knowledgeable staff, contact us today.
Ty Culver is the Client Development Director of CulverCareers focusing on talent acquisition and workforce solutions with a wide variety of local, national and global clients.
Ty has been working in various aspects of the industry for over 10 years and developed deep expertise in Executive Search, Executive Benefit and Talent Acquisition Programs along the way. He has a range of experience from SMB to Enterprise clients and hyper specific executive searches to high volume recruiting with companies in a dynamic state of flux.
Today, Ty leads a talented team of Talent Acquisition Specialists, Executive Recruiters and Client Success Managers at one of the most respected Recruiting Firms in the Nation, CulverCareers. While leadership is a key aspect of his role, Ty still enjoys working with clients on recruiting strategies, executive benefit solutions and workforce solutions to help clients build a holistic approach to talent acquisition and talent retention.
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