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Hiring Advice Attracting candidates 14 Must-Ask Interview Questions for Tech Talent to Land the Perfect Hire
14 Must-Ask Interview Questions for Tech Talent to Land the Perfect Hire

14 Must-Ask Interview Questions for Tech Talent to Land the Perfect Hire

Rise above the evolving tech industry by asking these interview questions for tech talent.

The current tech industry is a fast-paced and rapidly evolving sector that plays a crucial role in shaping our modern world. It encompasses a wide range of technologies, products, and services that are designed to improve efficiency, connectivity, and overall human experience. Global investment in technology is forecasted to see a 5.1% increase in 2023, and Malaysia is expected to perform similarly despite the inflation. 

The rapid development of AI, IoT, cloud computing, cybersecurity, autonomous vehicles, e-commerce, and gaming characterises the current tech industry. These technologies continue to shape our society, economy, and daily lives. We can anticipate their impact to grow further in the future. According to a report by SEEK Asia called What Tech Jobseekers Wish Employers Knew, 81% of the tech talent in Asia are sought after by employers multiple times a year. They are an in-demand group, especially since tech is developing drastically.

In this article, we will dive into the essential interview questions for tech talent and how you should approach the acquisition process. 

The importance of tech talent

Tech talent is at the forefront of driving innovation and technological advancements. Skilled individuals in software development, data science, AI, and cybersecurity possess the expertise to create groundbreaking solutions, products, and services. Their ability to think critically, problem-solve, and push the boundaries of technology fuels progress and drives economic growth.

As technology becomes more integrated into our lives, robust cybersecurity measures are paramount. Tech talent specialising in cybersecurity is essential in protecting sensitive data, systems, and networks from cyber threats. Their expertise helps identify vulnerabilities, develop secure protocols, and respond effectively to security incidents, safeguarding critical infrastructure, businesses, and individuals.

In today's competitive landscape, businesses that have access to top tech talent gain a significant advantage. Skilled professionals can help organisations stay ahead of the curve by leveraging emerging technologies, optimising processes, and delivering cutting-edge products and services. The ability to attract and retain tech talent is crucial for companies to remain competitive in an increasingly digital marketplace.

Dos in recruiting tech talent 

1. Understand the job requirements

Have a clear understanding of the technical skills, experience, and qualifications required for the role. This will help you create accurate job descriptions and target candidates with the right expertise.

2. Utilise multiple sourcing channels

Cast a wide net by using various sourcing channels to attract tech talent. This includes job boards, professional networking platforms, tech-specific forums, and social media. Additionally, consider attending industry events, hosting tech meetups, or collaborating with coding boot camps to connect with potential candidates.

3. Offer competitive compensation and benefits

In the competitive tech market, attractive compensation packages can make a significant difference. Research industry standards and ensure that your salary and benefits offerings are competitive. Additionally, be prepared to negotiate and provide career advancement and skill development opportunities.

According to the report, 71% of tech talent feels confident that they have a positive negotiation power. Considering this factor when recruiting to offer a formidable compensation package would be best.

4. Assess technical skills and cultural fit

Use a combination of technical assessments, coding challenges, and project-based assignments to evaluate candidates' technical capabilities. Also, assess their cultural fit within your team and organisation. This can involve behavioural interviews and evaluating their ability to collaborate, communicate, and adapt in a team-oriented environment.

Don’ts in recruiting tech talent

1. Don’t neglect the importance of soft skills

While technical skills are crucial, pay attention to the importance of soft skills. Effective communication, teamwork, problem-solving, and adaptability are essential for success in a collaborative tech environment. Assess candidates for technical proficiency and soft skills to ensure a well-rounded fit.

Don’t neglect the candidate experience

A poor candidate experience can negatively impact your employer brand and deter top talent. Avoid long delays in the recruitment process, lack of communication, or unclear expectations. Provide timely feedback and maintain transparent communication throughout the hiring process to ensure a positive experience for all candidates, regardless of the outcome.

3. Don't underestimate the power of tech assessments

Technical assessments are an important tool for evaluating a candidate's skills and expertise. However, avoid relying solely on algorithmic coding tests or quizzes. Supplement these assessments with real-world projects, take-home assignments, or coding challenges that simulate the work the candidate will be involved in. This helps provide a more holistic evaluation of their abilities.

Now that you know the dos and don'ts when recruiting formidable tech talent, it's time to know what to ask during the interview. The questions we've gathered will help you streamline your candidates so you'll get the best talent for the right job. 

10 preliminary questions 

These questions will generally give you the answers you need concerning the candidate's soft and hard skills. It will also give you a deeper look at a candidate's background and disposition towards their industry. By knowing these things, you will learn how to approach the next steps of the recruitment process.

  1. Tell us about you and your experience.

  2. What are you looking for in an ideal company?

  3. Why should we hire you and not someone else? What can you do for us that other candidates can't?

  4. Why are you interested in this position?

  5. What are your expectations from the job?

  6. What would you describe as your greatest achievement so far?

  7. Describe your work style. How do you manage projects and deadlines?

  8. Can you describe a typical day in your role at work? What is the most challenging part of the day?

  9. How do you stay up to date with changes in your industry and market?

  10. Do you have any questions for us?

Below are more specific questions that will tackle different areas of a candidate’s background. 

5 questions about technical skills and knowledge

  1. Can you explain a complex technical concept or project you've worked on to a non-technical audience?

  2. How do you stay updated with the latest trends and technologies in your field?

  3. Can you describe your experience with [specific programming language, framework, or technology relevant to the role]?

  4. Have you ever encountered a difficult bug or technical challenge? How did you approach and solve it?

  5. Can you explain the difference between [two related concepts or technologies]?

5 questions about critical thinking and task management

  1. How do you approach problem-solving when faced with a complex technical issue?

  2. Can you describe a time when you had to troubleshoot and resolve a critical production issue?

  3. Walk me through your process of breaking down a large project or task into smaller, manageable parts.

  4. How do you prioritise tasks and manage your time effectively in a fast-paced work environment?

  5. Have you ever had to make a trade-off between implementing a feature quickly and ensuring its quality? How did you handle it?

4 questions about collaboration and communication

  1. Describe a time when you had to work closely with non-technical stakeholders (e.g., project managers, designers). How did you ensure effective communication?

  2. Can you provide an example of a successful collaboration with a teammate or cross-functional team?

  3. How do you approach giving and receiving constructive feedback?

  4. Have you ever had to explain a technical decision or trade-off to a team member or stakeholder with a different level of technical understanding? How did you handle it?


Hiring tech talent can be a challenging process, but with a strategic approach, you can increase your chances of finding the right candidates. 

  • Utilise various sourcing channels to attract tech talent. 

  • Post job listings on relevant job boards, professional networking platforms, and industry-specific forums.

  • Leverage your company's social media presence to reach out to potential candidates. 

  • Attend tech events, conferences, and meetups to network with professionals in the field. 

  • Consider partnering with coding boot camps or universities to tap into fresh talent.

Are you ready to create a more diverse, fresh and formidable team for your company? Register now on Jobstreet and get instant access to millions of talent in Malaysia through Talent Search. Feel free to visit our Employers Insights page so you can stay updated on the latest talent acquisition trends.

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