Interviewing Techniques That Work

Interviewing Techniques That Work

How to Spot the Right Technician—Not Just the Best Talker

A solid interview doesn’t just confirm what’s on the resume—it uncovers the truth about how someone will actually perform on the job.

Whether you're hiring a technician, service lead, or project coordinator, here’s how to run an interview that gives you real insight—not just polite answers.

The 5 Keys to a Great Interview

1. Prepare Like a Pro

Don’t wing it.

  • Read the candidate’s CV thoroughly beforehand.

  • Write down specific questions based on the role.

  • Know what you want to find out—and stick to that plan.

An unstructured interview creates scattered answers. A focused one gets the truth.

2. Drop Your Bias at the Door

Arrive with a clean slate. That means:

  • Don’t assume based on resume gaps or previous employers.

  • Don’t try to confirm your first impression.

  • Let the candidate show you who they are today—not who you assume they are.

3. Avoid Leading Questions

Don’t accidentally feed them the “right” answer. For example:

❌ “This job needs someone fast and efficient—how would you describe your work routine?”
✅ “Tell me how you typically approach your daily tasks in the field.”

Ask open questions. Let the candidate prove it.

4. Stay Curious, Not Robotic

  • Be engaged. Listen actively.

  • Acknowledge their answers briefly: “Okay”, “Got it”, “Interesting.”

  • Observe reactions and body language. Do they light up when discussing results? Or dodge specifics?

The goal is a conversation, not an interrogation.

5. Ask What You’re Thinking

If you notice something, call it out (professionally).

Example:

“You seem a bit nervous—are interviews something you’ve done much of before?”

This shows emotional intelligence. It relaxes the candidate and keeps the interview authentic.

How to Start the Interview

Set the tone early:

  • Greet them warmly and introduce yourself.

  • Explain how the interview will run.

  • Give a short (max 15-minute) overview of your company and the role.

Then flip it:
Let them ask you questions. Notice what they’re curious about. It reveals what they value.

How to Assess the Candidate Properly

1. Motivation: Do They Really Want This?

Ask:

  • “Why this job?”

  • “Now that you know more about the role, are you more or less motivated? Why?”

  • “What do you value most in a workplace?”

  • “What technical challenges excite you?”

Watch for:

  • Real interest vs. just chasing a paycheck

  • Passion for the work, not just the perks

  • Alignment with your company’s conditions and pace

2. Qualifications: Can They Actually Do the Job?

Walk through their experience:

  • “Why did you join [company]?”

  • “Why did you leave?”

  • “Can you explain this gap?”

Look for patterns:
Are they building momentum—or jumping around? Do they speak constructively about past employers?

Then test technical know-how:

  • Ask scenario-based questions.

  • Give them a real-world challenge to walk through.

  • Ask what tools, systems, or certifications they’ve used.

Red flags:

  • Vague or overcomplicated answers

  • Defensiveness when probed

  • Inability to describe hands-on tasks clearly

3. Results: Have They Produced Anything That Matters?

Results beat theory every time.

Ask:

  • “What are you most proud of from your previous roles?”

  • “Tell me about a job where your work made a clear difference.”

  • “How was your performance measured?”

  • “Who can confirm those results?”

You’re not looking for flash. You’re looking for ownership and impact.

4. Personality Fit: Will They Strengthen the Team?

Dig past the “interview version” of themselves.

Ask yourself:

  • Do they speak more about problems or solutions?

  • Are they curious, or passive?

  • Do they speak with confidence—or compensate with noise?

  • Are they warm and professional, or cold and dismissive?

You want someone who will lift your team, not drain it.

Final Tip: Don’t Rush the Close

At the end of the interview:

  • Ask how they feel about the role now.

  • Clarify next steps and timeframes.

  • Thank them for their time—regardless of outcome.

And most importantly:
Take notes immediately while it’s fresh. You’ll thank yourself when comparing candidates later.