Technical Assessment Example Questions to Build World-Class Engineering Teams

April 26, 2022
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Build a more robust hiring system with these technical assessment example questions

Without good questions, there would be no good answers. A good interview question probes surface-level knowledge and a deeper understanding of a subject area. An open question invites a person to reveal their depth of comprehension and extent of experience. When used properly, structured questions can help engineering hiring managers and recruiters weed through unqualified technical candidates quicker and build a highly qualified team. 

Here are several technical assessment example questions you can ask candidates in your next technical interview.

Technical Assessment Example Questions

These questions are designed to probe technical expertise and gauge behavior and interpersonal skills. Often, unqualified applicants will give surface-level answers in contrast with qualified candidates who share personal perspectives in the context of past experiences. 

Combined with real-world assessments, where candidates are asked to code and build realistic solutions closely related to what they would be doing on the job, asking these questions helps to see beyond first impressions and probe candidates’ qualifications: 

#1 What was the most recent project you worked on, and what were your duties/responsibilities?

This question uncovers competency and experience, preferably on a relevant project. It also allows interviewers to understand how the candidate contributes to a project's success.  

#2 How do you handle criticism or feedback from your team leader or teammates? 


This question explores emotional intelligence and self-awareness. Interviewers can also steer the conversation to learn more about the candidate’s work style in a team setting. 

#3 When solving a technical problem, do you prefer working independently or collaborating with others?

Behavioral questions like these help interviewers evaluate whether a candidate fits within a particular company culture. 

#4 What would you do if an urgent project can't be completed on time due to a teammate's oversight?

Situational questions reveal a candidate's problem-solving approach to unanticipated workplace challenges. Interviewers can also ask candidates to share a similar experience at their previous job.  

#5 What would you say if you were assigned an urgent task with very little time?

This question helps interviewers assess candidates’ preparedness to tackle difficulties that might come up at work. It can also help reveal candidates’ communication styles and problem-solving skills. 

#6 How do you keep up-to-date in your technical field? 

Technology is always changing, and technical workers need to stay up-to-date with the latest development and breakthroughs. Asking this question probes a candidate’s investment in their vocation through self-education and lifelong learning. It also indicates their desire for continued professional training, which may be necessary for some job roles. 

#7 What relevant technical qualifications and training certifications do you have?

Education and technical training questions let candidates explain how they have been prepared to take on a specific job role. Keep in mind that not all candidates have qualifications in formal degrees or certificates. Some will have built their skill on the ground or through unorthodox training and work experience.  

#8 What is your preferred programming language/s?

Check if candidates can use more than one programming language according to the job role’s requirements. 

#9 What coding languages are you most proficient in?

Interviewers can also ask candidates to rank coding languages where they are most comfortable. 

#10 Do you have experience using...?

Ask about systems and tools that the candidate will likely work with in the role they are applying for. 

#11 How would you explain XYZ to a non-tech co-worker?

Asking candidates how they would explain core technology concepts to non-technical colleagues or business leaders will help interviewers assess communication skills. It also helps demonstrate candidates' comprehension of major subject areas. 

#12 What does IDE/SDK/SAN/API/etc. stand for, and how is it used? 

Asking about jargon and well-known acronyms lets interviewers see if candidates can demonstrate specific knowledge. Interviewers can also probe how candidates use tools or platforms in their desired job role. 

#13 What are the essential aspects of a [database design/software development/network engineering/etc.] project? 

This question lets interviewers peer through candidates' eyes regarding major work projects in their field of specialty. Additionally, this question could be extended to projects the candidate is expected to undertake in the prospective role. 

#14 What is the role of a management information system in business risk management?

Asking about a relevant system and how they are used in related scenarios can show how well a candidate understands core systems in real-world settings. It also brings out related job experiences the candidate might have had in their previous role.  

#15 When is it appropriate to automate software testing/test case/decision making/etc.? 

Ask about job-specific tasks to see if candidates understand the pros and cons of a certain decision or project direction. 

Structured questions help team leaders objectively compare candidates for a job role. Asking 'nuts and bolts' questions lets interviewers probe skill depth and compare what candidates bring to the table. Using behavioral questions also helps team leaders and interviewers gauge candidates’ compatibility with a company’s culture. Asking situational questions lets candidates demonstrate their problem-solving approach and interpersonal skills. Education and knowledge-based questions further verify candidates’ qualifications for the job role. 

Make Better Technical Hires  

Looking for technical assessment example tests and challenges? Filtered can help you increase the quality of hires with skill-based assessments for coding, full-stack, SQL, data science, DevOps, and more. We also help companies reduce talent acquisition costs while speeding up time-to-fill for technical job roles. 

Filtered is a leader in skill-based, data-driven recruiting technology. Our end-to-end technical hiring platform enables you to spend time reviewing only the most qualified candidates, putting skills and aptitude at the forefront of your decisions. We’ll help you automate hiring while also applying subjective, data-driven techniques to consistently and confidently select the right candidates. To get started, contact our team today or register for a FREE demo.