How to Do External Technical Interviews

The primary purpose of a technical interview is to bring a new employee or consultant into an organization. There are several ways to conduct a technical interview. A good technical interview will uncover the candidate's strengths and weaknesses.

Instructions

1. Sort through the entire stack of resumes submitted. Most resumes are submitted over the Internet. This provides the ability to search resumes based upon keywords that match the open position. Do not be overly picky in the resume-screening process because several strong candidates may have skills that do not match their resumes.

2. Arrange a phone screening session for all candidates who pass the initial screening. Phone interviews should be short. The objective is to ask between 5 and 10 technical questions. These questions should be based around the technology that your company uses. Phrase the questions so that correct answers will be just a few words.

3. Schedule an in-person interview. This interview should take between 3 and 4 hours. The candidate should have 4 interviews set up. At least 3 of these interviews should be with members of the technical staff.

4. Create a feedback sheet so that the interviewer can note any comments during the interview. This sheet should contain a section to document the candidates strengths and weaknesses. Also, the sheet should ask whether the candidate should be hired.

5. Grill the candidate with technical questions. Allow your the senior members of the technical staff do this because they understand the technology the best.

6. Consolidate all of the feedback from the technical interviews. The hiring manager will have to make the final decision on hiring. If necessary, arrange a half-hour meeting with all the interviewers to discuss the candidate.

7. Mail an offer letter if you choose to hire a candidate. The Human Resources department should handle this task. This offer letter should include the salary or the hourly wage and the estimated bonus, if applicable. If you choose not the hire a candidate, no further contact is necessary.

8. Consider a candidate's counter-offer. The candidate may want a higher salary or another perk, such as the ability to telecommute to the office so many days each week.