A good interview during the selection process is the key to hiring the right professional for a given position. But in addition to the types of interviews that seek to identify soft skills, that is, behavioral skills, it is also necessary to understand if the candidate has the hard skills that the role demands. In this context, it is essential to carry out a technical interview .
When well organized, the technical interview clarifies both the technical and emotional aspects of the candidate , as this combination makes the recruiter choose an extremely qualified professional, the one who “matched” the company’s culture.
In this post, you’ll better understand what a technical interview is, its advantages, who should participate and the role of HR at this crucial moment in the selection process. So, read on and discover this trend!
What is a technical interview?
Today, companies already have in mind that a wrong hire costs time, money, and often also slows down business growth. Therefore, it is a type of interview that seeks to understand the degree of knowledge of the candidate in relation to technical knowledge consistent with the vacancy available.
What are its advantages?
In the technical interview, the recruiter can better understand the candidate’s professional trajectory, by being able to identify what he/she knows and what he/she has already accomplished in the area of expertise. In addition, this type of interview allows the recruiter, together with the manager, to identify whether the candidate’s knowledge and experiences match the company’s needs.
Who should participate in the technical interview?
To understand the technical knowledge of a professional, this type of interview must be carried out by an interviewer who has knowledge compatible with that required by the vacancy . Typically, they are people from the sector in question, such as managers and leaders who have equal or superior understandings to the candidate.
What is the role of HR at this time?
Even if the technical interview is led by an employee from the candidate’s area of expertise, it is also essential that HR participate in this moment. During a job interview , the human resources professional can identify, for example, how the candidate thinks and solves problems, if he can work well in a team, among other skills.
In addition, when asking about the projects that the professional has already developed or experienced, HR is able to identify whether the candidate’s expectations are in line with the way their day-to-day activities will be at the company. Thus, it is possible to prevent a wrong contract being made.
This is an interview technique that is widely used by HR professionals because it allows the identification of the interviewee’s actual technical skills. The acronym in question comes from Situation, Task, Action, Result, which translated means Situation, Task, Action, Result.
The logic behind this practice, in addition to encouraging the candidate to demonstrate their knowledge, is also to test the impact of these experiences on their profile. The STAR technique is a fundamental tool for getting to know projects that candidates were really involved in and how they fared in them.
Also, in the technical interview, it allows the recruiter to understand what solutions they proposed to these demands and how this impacted the project and their professional life. But to apply it, the recruiter must follow the steps of the technique. Check out!
Ask the candidate to tell about their experience in a company they have previously worked on and also about a particular project in question where they believe made a difference to its success.
Thus, it is easier for the interviewer to understand the candidate’s professional experience and how he/she uses his technical knowledge.
The second step is to ask the candidate to describe what their actual responsibilities on the project were. Ask him what tasks he had to do, what difficulties he faced, deadlines, how the communication between the team and the roles of each one was.
These questions are essential to better understand the candidate’s behavioral profile and skills , such as resourcefulness in solving day-to-day business issues and their ability to work in a team.
At this point in the interview, you should ask the interviewee what actions they took to resolve their difficulties during the project and how they arrived at these solutions.
In this way, it is easier to understand the candidate’s level of knowledge about certain subjects and tasks , even if he has analytical thinking, among other skills.
Finally, ask the candidate to describe the results he has achieved by taking the actions he has detailed. In addition, it’s important to ask them to cite real data, such as increased sales, and also talk about any positive feedback they’ve received for their role in the project.
This last step helps the recruiter understand the candidate’s degree of commitment to their work and to the team. It also shows how the respondent is committed to the company’s culture and the results to be achieved.
With the help of the STAR methodology, it is also possible to identify essential skills in a good employee, for example, ability to work in a team, organization, analytical problem solving and the professional’s degree of commitment in valuing the company’s culture.
A technical interview, when properly carried out, can only contribute to hiring high-performance professionals for the company , resulting in the best for the business. This is because, by having technical and behavioral data and crossing them, you can more assertively map your candidate’s profile