Hiring IT Talent: How to Structure Your Interview Process
When you’re hiring IT talent, you’re competing with other companies that are just as eager to secure skilled professionals. A clunky, drawn-out or disorganised interview process can cause great candidates to lose interest fast. In a market where they may have multiple offers on the table, it’s time to stand out.
At TechNET IT, we’ve helped countless businesses refine their interview process so they not only identify the right technical skills, but also make candidates excited to join. Here are seven tips to structure your interviews for success.
Map out the interview stages before you start
A clear, consistent process gives candidates confidence in your organisation. Decide upfront how many stages there will be, what each one will focus on, and who will be involved. For example:
- Stage 1: Introductory call with HR or recruiter (screen for culture fit and basic skills
- Stage 2: Technical assessment or portfolio review
- Stage 3: Interview with hiring manager & relevant team members
- Stage 4: Final decision meeting or presentation
TechNET IT tip: We help clients build tailored interview frameworks for IT roles, ensuring the process is thorough but not overly time-consuming.
Involve the right people at the right time
Too many interviewers can slow things down, but too few can lead to rushed decisions. Choose key stakeholders:
- Hiring manager for role-specific expertise
- A peer for team dynamics
- HR or recruiter for culture and benefits discussion
TechNET IT tip: We can advise on the optimal mix of interviewers based on the role’s level and complexity.
Avoid interview overload
Five rounds of interviews will drain both you and the candidate. Long, repetitive processes make talent disengage or accept other offers.
TechNET IT tip: We help streamline stages so each one adds new insight, keeping momentum strong without sacrificing quality.
Mix technical and behavioural assessments
Hiring IT talent isn’t just about coding ability—it’s also about collaboration, problem-solving and adaptability. Include both:
- Technical tasks: coding tests, troubleshooting scenarios, and architecture reviews
- Behavioural questions: “Tell me about a time you…” to assess soft skills
TechNET IT tip: We help design balanced assessments that reflect real on-the-job challenges.
Keep communication tight between stages
Silence after an interview is a fast-track to losing top talent. Set expectations for response times and stick to them.
TechNET IT tip: We maintain regular updates between you and the candidate, so engagement stays high right through to the offer.
Sell the role and the company throughout
The interview is a two-way street – candidates are assessing you as much as you’re assessing them. Showcase:
- Career progression
- Tech stack and innovation
- Company culture
- Benefits that matter (flexibility, wellbeing support, training budgets)
TechNET IT tip: We guide clients on how to weave their EVP into the interview process without sounding overly scripted.
Learn from feedback and refine the process
Ask every candidate – successful or not – for feedback on the interview process. This helps you spot sticking points and improve.
TechNET IT tip: We collect honest market insights from candidates, giving you an edge in securing the best IT talent.
Hire IT Talent with TechNET IT!
A well-structured interview process shows candidates you’re organised, serious, and a great place to work. At TechNET IT, we help businesses hiring IT talent to refine every stage – from job spec creation to offer – so you can secure the professionals you need before your competition does. Submit your vacancy today to get started!
