As a tech leader, conducting interviews effectively is crucial for building a high-performing team. Here are five tech interview techniques you as a tech leader must know and apply:

1. Prepare with a structured approach

Before the interview, define the job requirements and key skills needed for the role. Develop a structured interview process, including a list of questions that assess both technical and soft skills. This helps ensure consistency and fairness across all interviews.

Hiring teams have recognized the effectiveness of structured interviews in enhancing both candidate and interviewer experiences, fostering a sense of fairness. Studies have shown that variations in candidate assessment predominantly stem from their performance, rather than from interviewer biases or question difficulty levels.

Structured interviewing methodology encompasses the following components:

1. Utilizing carefully curated, high-quality questions that directly pertain to the position, avoiding puzzlers or riddles.
2. Compiling thorough feedback on candidate responses to facilitate easy review and evaluation by assessors.
3. Offering interviewer training and calibration, enabling interviewers to confidently and consistently evaluate candidates.

This approach serves as a robust framework for evaluating candidates objectively and comprehensively, promoting equitable and unbiased assessments throughout the interview process and is used by big tech companies such as Google.

2. Use behavioral-based questions

Behavioral-based questions focus on past experiences to predict future behavior. Ask candidates to describe specific situations where they faced challenges or achieved success, emphasizing their role and actions. This approach provides insight into their problem-solving abilities, teamwork skills, and how they handle difficult situations.

Here is an example of a behavioral question: “Describe a time you motivated your team to achieve results. What was your approach?”

The STAR method is closely aligned with behaviorally-based questions and serves as a structured framework for responding to such questions in a comprehensive and effective manner. Behaviorally-based questions are designed to understand how candidates have handled specific situations in the past, as these experiences often reflect their potential future performance.

The STAR method provides a structured approach that helps candidates communicate their experiences in a clear and organized manner. It enables interviewees to provide detailed examples that showcase their skills, competencies, and behavioral traits, which is the essence of behaviorally-based questions.

For more details checkout our dedicated article about behavioral questions and STAR method: Tech interviews: Why behavioral questions will significantly improve your interview quality (with examples)

3. Conduct technical assessments in your interviews

Assessing technical skills is vital in the tech industry. Consider using coding challenges, whiteboard exercises, or take-home assignments to evaluate candidates’ coding proficiency, problem-solving skills, and ability to apply their knowledge. Ensure the assessments are relevant to the role and provide a clear evaluation framework.

In the realm of evaluating technical prowess, the landscape unfolds with a diverse array of methods, each a distinct lens through which a candidate’s capabilities are illuminated. These nuanced variations, carefully tailored to the demands of the role and the organization, provide an intricate tapestry of insight into the candidate’s potential.

• Live Coding Test: In the realm of coding tests, candidates step into a virtual arena of algorithmic prowess. This time-bound exploration showcases their logic weaving capabilities and ability to churn out syntactically impeccable solutions. Depending on the coding test, there is also the danger that the candidate fails it solely due to a challenge specific to the test format, potentially masking their actual proficiency and competence in the broader spectrum of technical skills.
• Take-Home Assignment: The take-home assignment is a canvas of creativity, where candidates unfurl their skills without the immediate pressure of time constraints. This open-ended endeavor reflects the candidate’s holistic approach, from conceptualization to execution. It’s a testament to their ability to weave a comprehensive tapestry of code, interlacing problem-solving, coding finesse, and ingenuity into a singular symphony.
• Technical questions: While this is the simplest and most used technique, it can provide a lot of insights when questions are chosen correctly. Always use open questions like “Can you explain framework XYZ to me” instead of “Have you worked with framework XYZ”.

Every method used for assessment is like a special tool that helps us understand how skilled a candidate is in different technical areas. The method we choose is like a unique pattern made from the situation and purpose, and it helps companies gather important information about candidates.

4. Remain consistent and avoid altering questions between candidates

In the realm of candidate assessment, the principle of consistency stands as an unwavering beacon. This approach emphasizes the importance of preserving question uniformity across multiple candidates, ensuring a level playing field and an objective evaluation process. By adhering to this practice, interviewers bolster fairness, accuracy, and credibility throughout the selection journey.

Consistency acts as a shield against potential biases

Consistency acts as a shield against potential biases that may arise from altering questions between candidates. Each query, meticulously crafted, carries its own weight in evaluating specific skills or attributes. Deviating from this established path could inadvertently introduce variability, skewing the assessment and compromising the comparability of results.

The value of this steadfast approach extends beyond impartiality. A consistent line of questioning enables interviewers to accurately discern nuances in responses, allowing for insightful comparisons. By posing the same set of challenges, the true depth of a candidate’s capabilities is revealed, unclouded by the fluctuating landscape of question alterations.

Moreover, adherence to consistent questioning fortifies the credibility of the evaluation process. Candidates perceive the process as fair and unbiased, bolstering their confidence and trust in the organization. This resonates as an authentic reflection of the company’s commitment to an equitable selection process.

5. Ask personal questions to build a relationship

Delving into personal questions during a tech interview holds a vital role in establishing a genuine and profound connection. By inviting candidates to share personal insights, we create a space where authenticity flourishes, fostering a deeper understanding of their values, motivations, and unique qualities.

This technique goes beyond the surface, allowing us to uncover hidden dimensions that are instrumental in assessing their fit within our team and organization. Through these personal conversations, we build bridges of trust and rapport, setting the stage for meaningful collaborations that resonate well beyond the interview room.

It makes the candidate feel better, as they can open up and usually relax when speaking about personal topics. Moreover there is no right or wrong when it comes to these questions. While some icebreaker questions are good in the beginning, the perfect place for personal questions is at the end of the interview.