Tech Interview Best Practices: How to Assess More Than Just Coding Skills

Why Tech Interviews Need an Upgrade

Let’s face it: hiring great developers isn't just about coding tests.Sure, you want someone who can write clean code, but what about problem-solving, communication, teamwork, and culture fit?

According to CodinGame’s Tech Hiring Survey 2023, 54% of recruiters say finding candidates with both technical and soft skills is their biggest challenge. And Glassdoor research shows that soft skills gaps account for 89% of failed hires — not technical skills.

So how do you assess the full package in tech interviews? Here's how to level up your interview process.

1. Structure Interviews to Go Beyond Code

👉 Tip: Don’t rely on just one type of test.A great tech interview process should include multiple stages, each focusing on a different skill:

💡 Bonus Tip: Keep it efficient — aim for 3-4 stages max, and give candidates clear expectations upfront.

2. Assess Problem-Solving, Not Just Syntax

👉 What to do:Instead of asking candidates to write a sorting algorithm from scratch (they probably won’t in real life), give them realistic scenarios:

• "How would you debug a failing microservice?"

• "What approach would you take to optimize a slow database query?"

• "How would you design a scalable API for X?"

📊 Fact: According to HackerRank (2023), 71% of hiring managers say problem-solving is the #1 skill they seek in developers.

Look for:

• Thought process

• Creativity in solutions

• Trade-offs considered (e.g., speed vs. scalability)

3. Use Pair Programming or Live Coding Sessions

👉 Why?Pair programming lets you see how candidates think, communicate, and collaborate — all at once.

Instead of just checking if they "get the right answer," observe:

• How they explain their thinking

• How they ask questions

• How they respond to feedback

💡 Tip: Use tools like CoderPad, CodePen, or Live Share (Visual Studio Code) for remote-friendly pair sessions.

4. Ask Behavioral Questions to Evaluate Soft Skills

👉 Fact: According to LinkedIn's Global Talent Trends 2024, 92% of talent professionals say soft skills are just as important — if not more — than hard skills.

Here are targeted behavioral questions for tech roles:

• Teamwork: "Tell me about a time you had to collaborate on a tough problem. How did you approach it?"

• Communication: "Describe a situation where you had to explain a technical concept to a non-technical teammate."

• Ownership: "Can you share an example of a mistake you made on a project and how you handled it?"

Look for:

• Honesty and reflection

• Ability to take responsibility

• Willingness to learn from experience

5. Evaluate Culture Fit — and Add Value Fit

👉 Culture fit isn’t just about 'would I like to have a beer with them?'It’s about whether their values align with your team and company mission.

Ask:

• "What kind of team environment helps you do your best work?"

• "How do you handle feedback?"

• "What motivates you to do great work?"

📊 Fact: Companies with strong culture alignment experience 33% higher employee retention (Deloitte, 2023).

💡 Tip: Also think about "value add" — does this person bring new perspectives to the team?

✅ Bonus: Tips for a Great Candidate Experience

• Be transparent: Let them know what to expect at each stage.

• Give timely feedback: Even if it’s a "no," candidates appreciate honesty.

• Respect their time: Don’t drag it out for weeks. Aim to complete the process in 2–3 weeks max.

⚙️ Sample Tech Interview Flow (Ready-to-use template!)

Final Thoughts: Hire Developers Who Can Do More Than Just Code

Great developers are problem solvers, communicators, and collaborators.If you only focus on technical tests, you might miss out on amazing talent — or worse, hire someone who can't work well with your team.

Want help building a modern IT hiring process? At ByteBridge Recruitment, we don’t just send CVs — we match you with pre-vetted candidates who fit your team technically and culturally.