How Karat supports leading technical recruiting processes.
Technical interviewing and the technology to make it predictive, fair, and enjoyable.
Our mission is to make interviews fair, predictive, and enjoyable.
What developer candidates need to know about the Karat interview.
3 traits of technical interviews that are effective and equitable
Software engineering teams use technical interviews to assess software engineers’ technical skills during the hiring process. Technical interviews can involve writing code, discussing technology or Computer Science topics, or talking about past work. They’re facilitated by a professional interviewer with experience in a software engineering role, using consistent interview questions, and conducted in an integrated development environment (IDE).
Technical interviews are predictive of candidates’ skill and a part of an inclusive hiring process have three common characteristics:
In this blog, we are going to focus on technical interviews that occur at the start of the hiring process as a first-round technical screen. Let’s dive deeper.
Many hiring processes include technical interviews with different focus areas: a technical interview designed to assess how a candidate would approach a problem, a behavioral interview dedicated to engineering collaboration best practices, and system design interview to assess architectural judgement.
Teams may use one of these, all of them, or an interview format that efficiently addresses each. At Karat, interview formats are designed to maximize efficiency and hiring signal for each level of seniority. Let’s look at three career levels and the types of interview formats appropriate for each.
It is important to note that these interview questions and formats must be used consistently in order to generate accurate hiring signal and be fair to candidates.
Software engineers have been loath to recall requests to write code in a shared document, like Google Docs, when a proper integrated development environment (IDE) isn’t available. An IDE allows interviewers to observe how candidates normally develop or debug code, verify its functionality, and develop their write-ups based on a relevant interview rubric. These features dramatically improve fairness to candidates, ease, and accuracy for interviewers, and improve the effectiveness of the hiring process.
Proper technology for conducting a technical interview:
Technical interviews are always facilitated by a software engineer that interviews as part of their job (or their full-time job). Companies may implement interviewer training programs or partner with a solution that conducts technical interviews and designs hiring processes with the greatest likelihood of success in order to bring this expertise to their team.
Professional interviewers are equipped with:
This is important to hiring success, yet relatively rare. The 2020 Interview Gap Report found that nearly 9 in 10 engineering leaders (87%) agree that expertise in technical interviewing is critical for a successful hiring process. 72% agree that “very few people at their company know how to conduct interviews,” and nearly 73% say that “the typical technical interview fails to predict the performance of software engineers.”
We hope this is a helpful guide to what a technical interview is and what it is not. For six steps to developing great technical interviews and hiring processes, check out this video with Karat’s Global Head of Solutions Engineering Shannon Hogue.
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