Top screening questions to find the right IT & tech candidates

Hiring the right talent in tech isn’t easy—especially when you’re trying to find someone with the right mix of technical skills, team fit, and long-term potential. That’s where thoughtful screening questions come in handy. The right questions can help you quickly filter out candidates who meet your criteria and share your company’s vision.

Here are some key screening questions to help you find your ideal candidate, from technical skills to team dynamics and long-term goals.

1. Get to know their tech skills

Since technical ability is essential in IT, let’s start with the basics. But instead of rattling off a checklist of skills, get them talking about their experience.

What’s your strongest programming language or technical skill, and why?

This gives them a chance to showcase their core strengths and interests.

Can you tell me about a recent project where you used [specific skill or language]? What did you find challenging or exciting?

This helps you see how their experience matches up with the job’s requirements and how they handle real-world challenges.

How would you go about debugging an issue you've never encountered before?

This question shows their problem-solving approach. In tech, they’ll face new problems all the time—so you want someone who isn’t easily thrown off.

2. Assessing fit with your company culture

Cultural fit is just as important as skills. These questions can help gauge if they’ll thrive on your team.

How do you approach working with teams that might not have the same technical background as you?

This gives insight into their communication skills—especially if they’ll need to work with non-technical people.

Can you share a time when you had to simplify a complex tech issue for a colleague or client?

This helps you see if they can translate “tech talk” into something everyone understands, which can be invaluable.

3. Dive into their motivation and interest in your company

Understanding why they’re interested in this role and how much they know about your company can give you a sense of their long-term potential.

What made you want to apply to our company, and what excites you most about this role?

This can help you see if they’ve done their homework and are genuinely excited about joining your team.

What prompted your interest in a career move right now? Is there something specific you’re looking for in your next role?

This can reveal what they may have felt was missing in their current role and whether your position fits the bill.

4. Evaluating problem-solving and critical thinking

Tech professionals need to be adaptable, and understanding their problem-solving style can reveal a lot about how they’ll handle day-to-day challenges.

Can you walk me through a time when you had to tackle a problem you weren’t sure how to solve?

You’ll get a sense of their creativity and critical thinking skills, which are essential in any tech role.

Describe a situation where something didn’t go as planned in a project. What did you do, and what was the outcome?

This helps you see if they can manage setbacks with a positive, solution-oriented mindset.

5. Gauging interest in learning and growth

Tech moves fast. You’ll want to know if they’re proactive about staying up-to-date and continuously developing their skills.

What’s a new technology or skill you’ve picked up recently? How did you go about learning it?

This gives you insight into their learning style and curiosity.

What do you do to stay on top of industry trends?

From online courses to industry blogs, this will tell you if they’re dedicated to keeping their skills sharp.

6. Understanding their long-term goals

Hiring someone who aligns with your company’s growth and vision can help with retention.

Where do you see yourself in five years within the tech world?

This helps gauge their ambitions and whether they align with the company’s future.

What kind of projects or roles energise you the most?

Their answer can reveal what truly drives them, which can be useful when considering role development and long-term fit.

Screening questions are an essential tool for discovering candidates who not only meet the technical needs but also share your company’s goals and values.

By blending technical, motivational, and culture-focused questions, you’ll find candidates who’ll add value from day one and grow with your team. Happy hiring!