What are the most important things to know in preparing for a technical interview, how this works and what essential recommendations are to be followed in this process, we will find out below.
A technical interview is like any HR interview. We follow the same social aspects as any other position:
- What motivates the candidate
- Why he has chosen this area
- The reason for the desire to change
- What expectations would a new company have
- Financial aspects
What distinguishes, from my point of view, an interview for a technical position towards a non-technical position, is the chapter in the discussion about the technical details of the projects the candidate has worked in the past versus the project he will work on. It’s an excellent way to see what she wants from her career, what she wants to learn or explore. Check this link toppeopleusa.com/it-recruitment/ to see how recruiting firms assess this to choose quality candidates.
The technical interview can be conducted in several ways: some employers prefer the technical meeting to be supported by a technical person along with the HR representative, others prefer specialized testing to be the first elimination and then to discuss with the HR.
Step 1
Regardless of the employer’s preferences, usually:
- Details the projects in which the candidate was involved
- His role in the team is discussed
- The main achievements from the technical point of view are developed
- Then he / she can follow the written test, in which the candidate has to solve practical problems on the required technology.
Step 2
If the technical interview is a good thing, then the HR representative is discussing where the IT recruiter investigates the candidate’s interest towards the company, its company expectations, the project, and the salary margin.Click here to learn more about technical interviews.
The IT recruiting agencies follows the candidate’s strengths; the “soft skills” part customized to the requirements of the position.
For example, if recruiting a consultant role, the recruiter validates by situational questions:
- The flexibility of the candidate
- Adaptability to complex, ever-changing demands on the part of the client
- Its ability to fit within a strict deadline
- Candidate
- Preference for teamwork or greater autonomy in the project.
Step 3
If the second stage is successfully passed, the final discussion with the department manager follows, and the two parties are better able to get acquainted with the practical aspects:
- Matching with the existing team
- Motivation of the candidate
- Issues related to a potential offer (details of the benefits provided by the employer, discussing the career prospects within the company, the possibility of obtaining certifications or training, )
- Conducting the evaluation process, etc.
Structuring the CV
Your resume must be detailed on projects and technologies. The candidate must accurately specify the tools used to enable HR specialists to figure out whether they fit the position they are recruiting.
Example: You used Java; which Java? EE or SE? You made clusters; In what? In Oracle? In SAP ?; Did you manage Linux? Which version? Red Hat? Ubuntu? Moreover,so on.
The candidate’s CV should be easy to follow, clearly and succinctly, to include as much detail as possible about the technologies and tools used.
More Resources: https://www.theguardian.com/culture-professionals-network/culture-professionals-blog/2012/mar/15/cv-tips-first-arts-job
For example, for Front End, what frames worked – Javascript, Angular, Jquery, Bootstrap, etc. It is desirable to include, in addition to the classics, CV data (contact data, work period, role and principal responsibilities, studies, and know-how) with some personal technical achievements so that the candidate can score and highlight the added value and experience accumulated at each employer.
Is the LinkedIn Profile Important in IT?
LinkedIn dominates IT recruitment. A LinkedIn profile is superior to any type of CV. IT is an area where we are looking for them, not ours. From my point of view, I would use LinkedIn for any domain, not just IT.
Linkedin is the primary resource of potential candidates, regardless of the field. This is because the LinkedIn profiles contain sufficient information so that the recruiter can make a first general assessment of the candidate’s professional experience (especially the technologies and tools used).
If we talk about current IT recruitment, it’s a lot of social media and other specialized communities like Github, Stack Overflow, Meet Up.
Questions and Evaluations in the Recruitment Process
Evaluating in a recruitment process for a technical position depends on company to company.The most common are the technical tests that have theories and computer problems.The degree of difficulty starts at the basic level, which it teaches in college (very important to know the principles of OOP), to the most hidden fireworks.