18 Must-Ask Behavioural & Technical Interview Questions for Tech and IT roles in Canada

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18 Must-Ask Behavioural and Technical Interview Questions for Tech and IT Roles

4 Technical Interview Questions to Assess IT Skills
4 Technical Interview Questions around Hardware, Platforms and Resources
9 Behavioural Interview Questions to Ask in a Technical Interview
“Do you have any questions for us?”

More than 9 in 10 – 91 per cent – of Canadian technology leaders face challenges finding the talent they need, according to Robert Half’s Building Future-Forward Tech Teams report.

A key reason for that challenge is the difficulty hiring managers face when assessing a candidate’s suitability for tech and IT roles. They need to consider more than just technical qualifications – soft skills like initiative and collaboration are often equally important, as is probing the depths of their understanding of not just an organization’s technology, but also its end product or service.

Predictable questions like, “Where do you see yourself in five years?” probably won’t say much. Neither will a series of simple yes-or-no questions. The better approach is to ask a thoughtful mix of behavioural and technical interview questions — and listen closely not only to what candidates say, but how they say it.

To help give hiring managers the full insight they need to determine whether a candidate has both the technical skills and drive to succeed in a prospective role, as well as the interpersonal skills to thrive in their organizations, we have put together the below list of 18 behavioural and technical interview questions for tech and IT roles.

4 Technical Interview Questions to Assess IT Skills

How do you keep your technology skills current?

Technology and IT professionals work hard to keep their knowledge base current by reading blogs and forums, taking online courses, joining hackathons and plugging away at personal IT projects. The first of our IT interview questions can help you gauge the candidate’s enthusiasm for the profession — and open a conversation about professional development.

What strengths do you think are most important in a developer [or another relevant tech position]?

The second of our IT interview questions can reveal what the interviewee feels they can bring to the position. Some candidates may focus on technical abilities and IT certifications, while others may talk more about problem solving, attention to detail, communication and other general job skills. Look for IT candidates who give a balanced answer.

Tell me about a tech or IT project you’ve worked on in your spare time.

Some of the best tech and IT professionals devote personal time to side projects. Why? They are driven and curious, which in turn keeps their skill set fresh. When discussing the third of our IT interview questions, hiring managers should also ask candidates how they stay motivated, what interests them about the project, and their ultimate goal. If they can demo a website or app they’ve built, all the better.

What are the benefits and the drawbacks of working in an Agile environment?

Most Canadian tech and IT teams have adopted some form of Agile — currently the favoured SDLC methodology — which means lots of quick meetings and a steady stream of feedback from fellow team members. A candidate’s answer to this IT interview question can help you assess not only their level of understanding of this popular environment but also their attitude toward collaboration and communication.

Need to prepare your organization for the future of tech and IT in Canada? Check out Robert Half’s tech report to learn more about Building Future-Forward Tech Teams.

4 Technical Interview Questions around Hardware, Platforms and Resources

What online resources do you use to help you do your job?

Most tech and IT workers turn to websites such as Stack Exchange or GitHub when they need help with something. Some also have their own selection of websites, online communities, social media feeds and other resources specific to their interests. Technical questions asked in interview situations such as this can indicate not only which resources candidates use, but also how engaged they are with the broader IT world.

What are your favourite and least favourite technology products, and why?

In addition to learning whether prospective employees like the hardware and software a company uses, this technical interview question helps hiring managers evaluate their enthusiasm and knowledge. Do candidates become animated when discussing the advantages and disadvantages of certain tools? Do they admire solid engineering, sleek design, intuitive user experience or another aspect of good technology? Technical questions for interview situations like this should help determine how well they’ll mesh with an organization’s work environment.

How do you think technology advances will impact your job?

New technology continues to change many tech and IT roles. How aware of that is the candidate you’re interviewing? Do they know, for example, that automated testing is a major part of DevOps, which allows for faster development cycles and quicker deployment? A candidate may talk about the automation tools they use or the challenges of working with machine learning and big data. They may also discuss emerging tech like AI, Web3, or the Metaverse. Questions like this are a good way to start a conversation about trends and advancements in the field and will also give you insight into how the candidate perceives their role over the long term.

How would you explain [a relevant technology] to someone with limited tech skills?

IT plays a crucial role in almost every company, so communicating well with non-tech colleagues is a must. You can assess candidates’ communication skills with this question. Do they avoid obscure acronyms and jargon? How well can they break down a complicated process and compare it to something that’s common knowledge? These types of technical interview questions can help you get a feel for the candidate’s own understanding of core concepts.

9 Behavioural Interview Questions to Ask in a Technical Interview

Why do you want to work for us?

Individuals who truly did their homework will have done their research and be able to talk about a company’s values, products and services, and approach to technology. If they can’t articulate at least a few reasons your company would be a good match for their skills and ambitions, then they haven’t done their due diligence to properly prepare for the interview.

Canadian job seekers who stumbled across this blog might also benefit from our guide to answering the popular interview question, “Why do you want to work here?”

What would you hope to achieve in the first six months after being hired?

The answer to this behavioural interview question depends on the tech or IT role. A developer, for example, may hope to have developed a small project during that time, while a tech manager may want to have analyzed internal processes. A candidate’s response will provide insights into their overall understanding of the position. If their goals and ambitions don’t match the job description, it may not be the right role for them.

How would your colleagues describe you?

The answer to this behavioural interview question can reveal aspects of a candidate’s personality that aren’t covered on their resume. It also gives insight into how the individual perceives themself and the role they’re applying for. For example, if their answer focuses on their creative side, but the position is very analytical in nature, the job may not be a good fit.

What are the qualities of a successful team or project leader?

Always be on the lookout for leaders, even when you’re not hiring for a management position. The nature of IT work means individuals frequently have to take responsibility for delivering projects, and this requires leadership skills such as organization, motivation, positive thinking, delegation and communication. This behavioural interview question can also indicate how well they’ll work with your current leaders.

How do you handle tight deadlines?

Canadian tech and IT teams often face daunting time constraints. Their leaders need someone who can work efficiently and accurately when under pressure. Asking this interview question of a potential employee will provide a good sense of how they deal with stress and whether they can keep up with the organization’s pace. Hiring managers can also follow up by asking if the candidate has ever missed a deadline and, if so, how they responded to the situation.

How do you manage your work-life balance?

With on-call duties and multiple pressing deadlines, some tech and IT workers struggle with their field's "always-on" culture. While dedication is important, team members should also be able to relax and take care of themselves. Burnout is a real problem in tech, and top performers have good strategies in place to help prevent it. As a follow-up to this question, hiring managers can talk about how their company supports a healthy work-life balance — something that can be very attractive for candidates considering multiple offers.

What skills or characteristics make someone an effective remote worker?

This is an important behavioural interview question to ask in today’s mix of on-site, hybrid, and remote work arrangements. Remote workers must be self-starters who can work with little supervision. They need excellent communication abilities, as well as stellar self-discipline and time-management skills. Not everyone has those qualities, and not everyone thrives working outside an office. You want to be sure your new hire will be both productive and comfortable if working off-site.

Check out our blog on Canadian remote work statistics and trends for more insights on the prevalence and value of offering flexible work arrangements.

Can you tell me about a time when things didn’t go the way you wanted at work, such as a project that failed, or being passed over for a promotion?

Everyone deals with professional setbacks at some point in their career. You want to know how people handled — and what they learned from — those situations. The best employees are resilient, using setbacks as a springboard toward positive changes. With this behavioural interview question, listen to not only the problem the candidate mentions but also what they did after the disappointment.

Tell us about the last presentation you gave.

Today’s Canadian tech and IT professionals can’t be lone wolves. They have to discuss changes with teammates, coordinate with other departments, advocate for platforms they prefer and much more. While not everyone has to love public speaking, this behavioural interview question ensures candidates can conduct research, put together a solid presentation and persuade stakeholders why X is better than Y.

“Do you have any questions for us?”

Remember to allow time at the end of the interview for candidates to ask their own questions. This is not only beneficial to applicants — it can also indicate what matters to them. For instance, hiring managers may reconsider their interest in a prospect who seems overly concerned about salary and vacation accrual during the first interview. Or impressed when someone asks questions that demonstrate their business acumen and thorough understanding of their organization’s industry.

A job candidate’s answers to the above questions plus the questions they come prepared to ask you should give a clear picture of whether they are the right hire or not.

Are you looking to hire for other industries or need more question ideas? Read some of Robert Half’s other interview blogs to prepare:

15 Best Questions to Ask Candidates in an Interview

21 Accounting Interview Questions You Need to Ask

Interviewing Your Next Legal Hire: The ‘Quick 3’ Assessment

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