How do you carry out a high-impact HR interview in IT?

As an IT Recruiter, preparing a high-impact interview is key. Nowadays, it’s not enough to ask good questions, you need to ask meaningful ones. A great interview is about more than evaluation: it’s about creating an experience that engages, motivates, and inspires candidates to join your company.

Making a Strong First Impression

During the first interview, the HR team’s goal is to create a positive and lasting impression. To achieve this, recruiters must pay attention to every detail: crafting thoughtful questions, communicating clearly, and showcasing the company’s values and culture.

A successful interview not only helps identify the right fit but also sells the experience of working at your company, building trust and excitement from the very beginning.

‍

First Things First: What Is a “Bad” Interview?

To understand what makes a good interview, we first need to recognize the common mistakes that can turn it into a poor one.

Here are some examples of what often happens during a failed HR interview, when candidates:

• Arrive late or connect late to the meeting, showing a lack of interest and commitment.
  
  
• Struggle to explain their experience in detail, which can come across as weak communication.
  
  
• Speak negatively about former managers or colleagues, giving the impression they might not work well with others.
  
  
• Don’t know how to describe themselves, being able to talk about strengths and weaknesses shows self-awareness.
  
  
• Try to appear perfect or overconfident instead of being genuine and authentic.
  
  
• Use inappropriate language or informal expressions.
  
  

These behaviors make it difficult for recruiters to evaluate real potential and create a poor experience for both sides.

‍

What Makes a “Good” Interview?

A great interview helps both the recruiter and the candidate understand if there’s a mutual fit, technically, professionally, and culturally.

A successful candidate:

• Clearly explains and connects past experiences, projects, roles, and technologies used. (It’s often effective to go from the big picture — the project — to specific responsibilities and tools.)
  
  
• Is honest when describing strengths and weaknesses.
  
  
• Provides enough information to help evaluate whether they align with the company’s culture.
  
  
• Stays respectful and engaged throughout the conversation, even when unsure of an answer.
  
  
• Shows appreciation for the recruiter’s time and information shared.
  
  

How We Do It at Devlane

At Devlane, our main goal is to create a comfortable space where candidates can discover whether the position and our company culture are right for them.

We achieve this by clearly explaining the scope of the opportunity and the impact of joining a team of top professionals, where ideas are valued, collaboration is encouraged, and cutting-edge technologies are part of everyday work.

Once introductions are made, we evaluate the competencies most important for success: communication, organization, and teamwork.
‍

‍

To identify these qualities, we often use situational questions or real-life triggers that reveal how candidates respond to challenges. The most authentic version of a candidate often appears in how they describe problem-solving moments.

New Tools and Approaches

One of the latest tools we’ve introduced is an online gamified test that helps us better understand candidates’ traits and soft skills.
This allows us to communicate more effectively with each person, offering an excellent experience from the very first stage of the process.

The data gathered helps us understand what motivates candidates, what challenges they may face, and how we can partner with them to help them grow.
At the same time, it keeps our team at the forefront by adopting the best HR technologies available on the market.

A People-First Mindset

What truly makes Devlane stand out is the importance we place on people ,both clients and candidates, throughout the entire process.
Our Talent team’s work is in constant evolution because we believe in listening, learning, and improving based on what candidates tell us.

This commitment is reflected in the quality surveys we send to everyone who interacts with Devlane. The feedback helps us identify what we’re doing well and where we can improve, ensuring every interaction contributes to a better experience.

In today’s fast-changing world of work, creating spaces for professional growth and continuous learning should be every company’s priority. Achieving goals while finding personal fulfillment is what truly defines us as Laners.

‍