Evaluating IT Candidates isn’t always an easy process. You want to make sure they have the skills you need today as well as those you may need tomorrow. Before you make a selection, make sure that you ask these three questions to ensure your new employee will truly fit the bill.
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Are there any current (or upcoming) IT developments that have the potential to affect this position?
This question isn’t entirely about whether they possess the skills of tomorrow. Instead, it gives you insight regarding their vision of the future and how they feel about it.
Current trends and new developments are always on the horizon in IT, and you want to choose candidates that take the time to stay apprised of what is changing in the industry. An active interest in new developments suggests that they are personally interested in an IT field, which could indicate a more engaged employee.
Additionally, this question lets you know if there are particular changes that they find enticing or off-putting. If your company has goals for the future of this IT position, then this will help you determine if a candidate will help you meet those goals.
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What part of the job announcement led you to apply?
Even if a candidate is capable of fulfilling all of the job requirements, learning which aspects initially attracted them to the position gives you an idea of the work they prefer to do. It also lets you know if the candidate truly read the job description (and prepared suitably for the interview) or if they applied blindly.
This question helps you determine if the candidate was drawn to the job for the right reasons while giving you a chance to see if their expectations align with the reality of the position.
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If you could change three things about your current (or former) workplace, what would you change?
Candidates are conditioned not to speak poorly of their prior employers, but understanding what aspects of the job have led them to seek new opportunities, you can better assess if this position is a good fit. It provides an opportunity for the applicant to discuss key issues about management style, work environment, corporate culture, and job duties. And, since you are limiting the number of changes they can discuss, you have a better chance of finding out exactly what the candidate values.
You can also gain notable insight if the candidate’s answers are more mundane. For example, suggesting that a company should always have a catered lunch doesn’t give you real information. While most people would appreciate a catered lunch, the lack of one isn’t generally a deal-breaker. Answers along these lines suggest the candidate either can’t envision an ideal workplace or isn’t willing to provide the information.
If you are looking for more great interview questions or are in the market for a new IT professional, The Squires Group has the industry knowledge and expertise to help you find an ideal candidate. Contact us and speak with one of our recruitment professional today.
