Finally revealed: There are only 3 types of Technical Interview Questions

The technical interview process is full of shuffles and splits. You ask any techie of the approach followed while interviewing a candidate and he would just confuse you more on this idea. They check your fundamentals, they look for logic, and check how updated you are with the technicalities in a flow that appears to be tentative and impromptu.

Breaking this belief, experts have found lately that every 4 of 5 technical interviewers, deliberately or unknowingly have a purposeful interview which can be decisively put into a considerate system – which can be classified into just three different types of probes.

So, what you’ve have been thinking as one flatbed of unorganized questions, has a dense purpose to serve.
Well, so which are these three question-types a tech interviewer judges your skills with?
Take a look:

Knowledge Questions

These questions are integrally blended in the process and form a base of any interview. Aimed at deciphering and identifying the knowledge of the candidate on facts and details of a particular subject – these questions may vary in depth and toughness based on the type of experience and expertise the hiring is planned for.

The questions could be intended to test the knowledge of the interviewee on a certain programming language or a tool. The candidate could also be checked for the understanding of technologies related to the profile for which the interview is being held for. It may even go into the process, product and niches that are relevant to the purpose of hiring. Depending on the perspective and choice of interviewer, the questions may lean towards objectivity or subjectivity, or maybe more analytical or inventive.

Skills Questions

Questions on skills are asked to determine if the candidate can apply his knowledge to create value or produce a solution or not. This can be measured through a live coding and whiteboard programming trial for a minimum viable set of codes, material-enough to judge the flair and proficiency of coding. This skill determination process can be further accompanied by litmus tests that aim at analyzing speed, accuracy, memory, concentration and problem-solving ability at programming – making it a comprehensive test to know how capable the candidate is at implementing his learning into practice and drive a purpose and create value through it.

Traits Questions

No matter how knowledgeable and skilled you are if you don’t have the ability to drive it off well with your spirit and vigor, you are not going to land anywhere. With questions on the traits, the interviewer attempts to identify strengths of your personality and connect those dots of virtues you hold as a person with different facets of programming.

These questions could fall anywhere from identifying your behavior to knowing your tendencies or maybe figuring out how would you react to a situation. All these scans put together help the interviewers identify if you fit in with the position or role they are looking to fill – besides knowing how competently as a person you would contribute to their goals.

All these questions can be framed out of your previous engagements or giving you a scenario to assume. You can also find some a bit direct in reference to purpose and interest while others can be disguised and puzzling. Also, expect these to be mixed and mashed in a tone and approach convenient for the interviewer.

Well, still no matter how and what you are asked, you will be judged on all the three parameters, whether on purpose or not. Just be prepared to prove yourself in these departments, as your overall assessment is based on all three factors cumulatively. Just Knowledge, Skills, Traits – that’s it!

Tushar Vijay

With his years of experience working across the expanse of offshore web development, Tushar brings along decent knowledge and insights over offshore hiring with his diverse writing pieces – covering different stints, resources and ideas to help you keep close with trends and traits of the offshores.