IT Job Interview Questions: A Guide for Non-Technical Managers

Non-technical managers often struggle to accurately interview candidates for IT roles. In some cases, it can feel like interviewing someone in a foreign language you don't fully speak! Without a deep understanding of the terms and concepts, it can be difficult to tell whether the candidate has the right skills and will fit into your company's culture. 

Asking the right kind of questions is crucial for evaluating both technical knowledge and cultural fit. In this post, we'll explore key questions non-technical managers can ask, show you how to structure your questions, and help you avoid common pitfalls. 

How to Assess Technical Competence

While you don't need to be a subject matter expert to interview candidates for an IT role, it is important to understand the basics of the technology. For example, if you're hiring a network engineer, you'll want to be at least generally familiar with concepts like routing, switching, and network protocols such as TCP/IP. 

This foundational knowledge will help you ask more informed questions and help you make a more accurate assessment of their qualifications. 

Here are a few example questions you can customize to your role: 

• "Can you explain your experience with [specific technology]?"

• "How do you approach problem-solving with [specific tool or software]?"

• "What best practices do you follow in your IT work?"

• "How do you ensure compliance with security protocols?"

• "Can you describe a challenging technical issue you’ve resolved?"

• "How do you stay updated on new technologies and trends?"

It may also be helpful to sit down with a coworker who is an expert on the topic and ask questions. For example, ask what keywords you should watch for or what best practices all candidates should know. They may even be able to give you a specific question and answer that will highlight the candidate's skill. 

Being clear on the certifications required for the role will also help ensure all interviewees have the experience necessary. Certifications from Cisco, CompTIA, Microsoft, and other platforms help verify knowledge, which can help non-technical managers assess knowledge. 

Use Scenario-Based Questions to Evaluate Critical Thinking 

Just knowing which port is used for FTP and which is used for HTTP isn't enough to ensure a candidate is a good fit for a role. You'll also want to ensure they have problem-solving and time-management skills. 

Start by asking scenario-based questions. Have an SME on your team help you with these if you're not sure what to ask. 

For example, you might ask a potential network engineer: 

• "How would you approach diagnosing a network outage?"

• "What steps would you take if a critical system went down?"

• "How would you decide when to escalate an issue to higher management?"

If you're hiring a security specialist, you might ask: 

• "How would you handle a situation with evidence of a potential data breach?"

• "What would your first actions be if you identified suspicious activity on the network?"

• "What factors do you consider when choosing between different security solutions?"

These scenario-based questions assess the candidate's technical knowledge and ability to think critically under pressure. They also provide insight into how the candidate approaches challenges and prioritizes tasks, crucial skills in any IT role.

Ask for Examples to Gauge Time Management and Project Planning 

In addition to scenario-based questions, asking candidates for real-world examples can help you evaluate their time management and project planning abilities. These skills are essential in IT roles where they are often juggling multiple tasks and deadlines.

Consider asking questions like: 

• "How do you manage multiple IT projects simultaneously?" 

• "Can you give an example of a time when you had to prioritize tasks under pressure?"

• "Tell me about a project where you had to coordinate with multiple teams. How did you manage communication and keep everyone aligned?"

• "How do you balance long-term projects with urgent, short-term tasks? What criteria do you use to determine what to do next?"

These questions allow the candidate to demonstrate their organizational skills and give insight into how they manage high-stress situations. Asking for specific examples enables you to gauge their past performance and assess whether they have the experience needed to thrive in your organization. 

Tips for Non-Technical Managers to Interpret Responses

The examples and guidance above will help you tailor your interview questions to each role. But there are a few more general best practices to keep in mind.  

Look for Clarity and Simplicity in Answers 

Even if you don't have expert-level knowledge, a strong candidate should be able to explain complex topics in an understandable way. In fact, this is an essential skill for them to have if they work with non-IT teams. Pay attention to how they explain complex topics — if they seem unengaged, annoyed, or bored, they may not be a good fit. 

Keep an Eye Out for Red Flags 

Red flags will vary based on your industry and overall company culture. In general, watch for the overuse of buzzwords and acronyms or evasiveness. If they constantly rely on the same turn of phrase or fail to provide examples you've asked for, they may not have the experience you need. Of course, they might just be nervous; but you'll have to use your best judgment! 

Involve IT Members in the Interview Process

A non-technical manager or HR member can conduct the first interview or screening. After that, team members should be involved in the hiring process by vetting interview questions at a minimum. Ideally, IT members should be a part of all interviews beyond the first screening. 

Don't Focus Solely on Technical Skills Without Considering Cultural Fit

To find the right fit, it's important to include questions that evaluate a candidate's values, communication style, and ability to collaborate with others. Ask questions that mention your company values and how those align with their own. For example, if work-life balance is important for your teams, ask how they approach that in their current or previous roles. 

Ask Follow-Up Questions to Explore the Depth of Knowledge

Asking follow-up questions is a great way to explore a candidate’s depth of knowledge and understand how well they truly understand the subject matter. Start by encouraging them to elaborate on their initial responses with questions like, "Can you walk me through your thought process in more detail?" 

This allows you to see not just the outcome, but the reasoning behind their decisions. Take notes on anything you don't fully understand and research it later or discuss it with an IT team member. 

Conclusion

Interviewing for IT roles as a non-technical manager can be challenging, but asking the right questions and knowing when to involve the IT team can help you make an informed decision. 

Ask for real-world examples and use scenario questions to understand their depth of knowledge better. Finally, don't leave out culture-based questions. Even the most experienced candidates might not be the best fit for your company. 

Ensure your team has the skills and knowledge needed to succeed. Train with CBT Nuggets in your LMS.