Unless you’ve been living under a rock for the past five years, the monumental growth the engineering industry has witnessed (and continues to witness) is no surprise to any of us.
The engineering market will reach $1188 billion in 2024, growing at a 4.2% compound annual growth rate from 2023. Similarly, the global engineering market will reach $1366.8 billion in 2028, growing at a 3.3% compound annual growth rate.
This surge is driven by technological innovations and infrastructure modernization across multiple industries, from renewable energy to advanced robotics.
And, as the demand for engineers grows - in a market facing substantial talent deficits - tech recruiters are competing to attract and retain top engineers to keep their organizations afloat.
However, talent shortages aren’t the only challenge tech recruiters face. Outdated technical testing and interview processes plague the industry, requiring tech recruiters and professionals to invest a significant amount of time.
According to a Glassdoor study, it takes approximately 40 days for software engineers to go through the interview process - 17 days longer than the other industries surveyed.
While interviews are a great way for candidates and engineering recruiters to see what it would be like to work together daily, engineering interviews today are often about writing codes on the spot, being asked to complete projects that can take hours or days, and explaining ideas to a total stranger.
This can be uncomfortable and challenging for many otherwise talented engineers.
Tech recruiters now realize the importance of thought-provoking and well-crafted engineering interview questions and assessments.
They motivate tech recruiters to identify the gap that needs to be filled, the specific skills and experience required, and the type of character traits needed for the role.
Moreover, the right interview questions also help tech recruiters assess cultural fit and alignment with the company’s morals and values.
While each step of the recruitment process - from analyzing resumes to carrying out background checks - plays a crucial role in hiring the best engineer for the job, the interview process is the most important - if you ask the right questions.
Here are the top 10 interview questions tech recruiters should ask engineers to secure one who is solution-oriented, innovative, a long-term thinker, and has the right technical proficiency and cultural fit.
Top 10 Interview Questions Tech Recruiters Should Ask Engineers
With these questions, tech recruiters can dive deep, sparking conversations that will not only help you hire a competent engineer but also a brilliant team player. From gauging their baseline motivation to how they stay updated with advancements in technology, these questions are pivotal in hiring the right engineer for your company.
Question 1: Why did you decide to become an engineer, and what type of engineering work do you have the greatest passion for?
This is a strong introductory interview question.
It allows the engineering recruiter to gain insight into the candidate’s motivations and aspirations and assess if there’s a genuine passion for engineering.
This question singles out candidates who see coding as more than just a job. They might be driven by innovation. They might love problem-solving. You’ll find out.
As candidates elaborate on the type of engineering work that excites them the most, it will also reveal the past projects they worked on and certain unique skills and specialties they have that may be valuable to the role.
It also gives engineering recruiters insight into personality traits and communication skills as the candidate begins to explain in a story-like way why they chose engineering, why they enjoy it, and what led them to apply for the job.
Engineering recruiters can use the answers to this question to place successful applicants into teams that best match their interests.
What engineering recruiters should look for in an answer:
- Enthusiasm for engineering.
- Reasons why they enjoy engineering.
- Examples of previous engineering projects and experiences that helped them come to this realization.
Examples:
“My favorite engineering projects are those that directly improve quality of life. For instance, I helped draw up the plans for a pediatric wing of a hospital, and I was thrilled and honored that my work gave the community another medical resource to benefit from.”
This answer shows genuine passion and interest in engineering and elaborates on their experience all in the same answer.
“I started coding as a hobby in high school and loved the creativity and immediate impact of my work. This passion has driven me to continuously learn and grow in my career.”
This response not only shows a long-standing interest but also emphasizes a drive for impact and personal growth.
Question 2: What programming languages do you know, and how do you keep your skills sharp and up-to-date?
When engineering recruiters ask what programming languages they use, they gain insight into the candidate’s technical comfort zone and adaptability.
This question not only reveals their current skill set but also how they choose tools for specific tasks. This is a common technical interview question that helps engineering recruiters evaluate if the candidate’s experience and skill set are right for the role.
It’s also important for engineering recruiters to assess what engineering resources candidates use to stay on top of the latest news, technology, and developments in a constantly evolving industry.
This brings us to the second half of the question.
Asking candidates how they keep their skills sharp and up-to-date is essential in the tech world where innovations emerge at an accelerated pace. This question helps engineering recruiters assess a candidate’s commitment to personal and professional growth and ability to stay relevant in a rapidly evolving field.
What engineering recruiters should look for in an answer:
- A list of programming languages they’re proficient in to assess whether they are the skills you need for the role.
- A willingness to learn and adapt to new engineering technology, processes, and concepts.
- Enthusiasm for learning more about the engineering field.
Examples:
“I have a subscription to multiple authoritative engineer journals, and I am a part of several engineer-based Slack chat rooms. I gain engineering knowledge by reading articles on the latest research and staying in contact with peers in an environment outside of work.”
This answer shows proactive self-improvement and a deep engagement with the tech community.
“I primarily use Python for back-end development because of its readability and efficiency. However, I’m also proficient in JavaScript for front-end work because I enjoy creating interactive user interfaces. I’m always open to learning new languages as project needs dictate.”
This shows the technical skills they have and their readiness to tackle challenges as they come.
Question 3: What was the most challenging engineering project you’ve worked on, and how did you drive the project toward success?
The best engineers are problem-solvers, so an unforeseen challenge shouldn’t faze them.
Engineering projects are often complex, having to navigate multiple resources, timelines, and teams. They require logical and analytical thinking and a self-reliant leader to ensure successful execution.
Engineering recruiters must ask this question to assess a candidate’s problem-solving skills, resilience, and leadership capabilities.
This inquiry goes beyond the technical know-how and looks into 1. their list of the go-to resources they use for troubleshooting, 2. methodology, and 3. persistence when confronted with complex issues and challenges. It sheds light on their technical prowess, critical thinking, and ability to innovate and lead under pressure.
This question also provides engineering recruiters insight into a candidate’s ability to see a project through from planning to execution, elaborating on their project management skills, and ability to work within a team.
Similarly, finding candidates with a history of tackling challenging projects (at work or school) and coming out on top increases your chances of making a great hire.
What engineering recruiters should look for in an answer:
- An enthusiastic narrative of a challenging engineering project the candidate undertook and was successful.
- A detailed account of the thought process the candidate had to overcome the challenges.
- Practical solutions and tools the candidate used to solve the problem, like GitHub or Stack Overflow.
- Ways the candidate engaged other team members to solve the problem.
Example:
“In my last project, I faced a bug that impacted customer data processing. I systematically isolated the issue, conducted a root cause analysis, and collaborated with my team to deploy a patch efficiently. After resolving the issue, I reviewed and adjusted our processes to prevent future occurrences.”
This answer demonstrates technical proficiency, problem-solving skills, project management skills, and a team-oriented approach.
Question 4: How would you explain engineering concepts to a non-technical audience during a presentation or an important meeting?
Engineers collaborate with many departments, teams, and individuals during projects. Therefore, exceptional communication and interpersonal skills are essential.
Candidates should be able to communicate (verbally and written) complex engineering concepts, especially when they’re talking to key stakeholders.
What engineering recruiters should look for in an answer:
- Confidence in effectively communicating complex engineering topics.
- Strong understanding of the engineering concepts being presented.
- Knowledge of layperson analogies for related engineering topics.
Example:
“When explaining a complex engineering concept, I try to give examples that are easy to understand and relatable to the person or their situation. For instance, if I’m sitting with a group of construction workers, I will compare what I’m saying to the process of road pavement. Relating engineering ideas to real-world situations helps my audience understand better.”
This response shows the candidate knows how to transform complex engineering concepts into a concise, easy-to-grasp version for people outside the industry.
Question 5: Tell me about a time you were asked to work within a tight budget and how you handled cost reductions.
In today’s economic climate, cost reduction factors into a company's success at some point. Even if the company is doing well, you can’t put a price on an engineer who knows how to work within an allocated budget.
Some engineering projects operate under tight cost constraints. Being able to do more with less is a valuable trait, and the answer to this question may reveal whether the candidate has that.
The response will also give engineering recruiters insight into the candidate’s personality, data-driven decision-making abilities, and working style. Engineering recruiters can assess what processes they prioritize, where they reduce costs, and how they solve problems.
What engineering recruiters should look for in an answer:
- Strategies and resources used to improve cost-efficiency.
- Ability to manage competing priorities and achieve core deliverables within the budget.
- Key learning points from the experience.
Example:
I successfully led the redesign of a major production line project. By using alternative, less expensive materials, I optimized the manufacturing process and reduced overall costs by 20%, ensuring the project stayed well within the budget.
In this response, the candidate's ability to identify cost-saving opportunities and brainstorm innovative materials without compromising quality was instrumental to a project's success.
Question 6: How do you manage time during a fast-paced engineering project, and how have you improved time management in your career?
With this question, engineering recruiters can assess how a candidate manages stress and maintains productivity under pressure.
This is important because when engineering projects get off track, they cost your organization a lot of time, money, and other resources.
This question allows engineering recruiters to see whether candidates have worked on their time management skills and ability to prioritize and execute tasks efficiently.
What engineering recruiters should look for in an answer:
- Ability to manage time throughout the project.
- Ability to effectively communicate progress reports to key stakeholders.
- Ongoing improvements in the candidate’s workflow.
Example:
To effectively work within tight deadlines, I prioritize tasks based on their impact and urgency. I break down large tasks into segments and set deadlines to ensure continuous progress. I communicate with my team and managers, updating them on the status and any potential delays to manage expectations effectively.
This response highlights a strategic approach to time management and a strong sense of responsibility and teamwork.
Question 7: Tell me about a time you’ve dealt with a difficult client, supervisor, or stakeholder on an engineering project.
At one time or another, we’re all faced with a challenging customer or colleague, and it’s no different in the engineering industry.
It might be that a coworker is falling short of their responsibilities on the project, or a client is pushing back on parts of an engineering plan that are in place for safety reasons.
In answering this question, the candidate demonstrates their conflict resolution abilities and capacity to remain level-headed and professional during a tough encounter.
Similarly, this question may also reveal how a candidate handled criticism from a client, boss, or co-worker.
Even the best engineers receive criticism from time to time. How a candidate responds to it can tell engineering recruiters a lot about their communication style and emotional intelligence.
Engineers should not only respectfully receive constructive criticism but use it to support their professional and personal growth.
What engineering recruiters should look for in an answer:
- Willingness to listen and understand the client or colleague’s pain point.
- Eagerness to find resolution in a humble, but self-confident manner.
- Ability to persuade, negotiate, and manage expectations.
- Ability to learn from mistakes and remain open to new ideas.
Example:
I fully understand why you want to change this part of the project, but these processes are in place for public safety. If we remove them from the project and someone gets hurt later on, we’d have to spend a lot of time and money to redo it, not to mention bear the long-term, adverse effects of a bad company reputation.
This response shows the candidate understood the client’s pain points and tried to persuade him to sign off on the plan by elaborating on the importance of the safety processes in place.
Question 8: What would you do if (a) another engineer on your team insisted on using a design you knew would be inefficient, or (b) a team member created a code that doesn’t meet project standards?
Engineering is a collaborative field that requires highly educated, opinionated professionals to work together on projects.
Engineers must be confident enough to defend their ideas, guide production, and respect their colleagues at the same time. This question allows engineering recruiters to assess how candidates address potential conflicts and give constructive criticism to their peers.
Similarly, this question is also crucial for assessing a candidate’s team spirit and attention to detail. It reveals their approach to collaboration and their standards for quality. Engineering recruiters want someone who ensures the code is clean, maintainable, and error-free but also values constructive feedback and teamwork.
What engineering recruiters should look for in an answer:
- Safety and quality as top priorities.
- Ability to give and receive criticism respectfully.
Examples:
If I suspect that a fellow engineer is putting forth ineffective or unsafe designs, I try to help them develop a solution instead of simply telling them they are wrong. I would speak to them privately first to brainstorm a solution. If they are not receptive, I would bring the issue to the team to prevent unsafe conditions.
This shows strategic interpersonal skills, attention to detail, and teamwork in ensuring a design follows company standards.
When reviewing a teammate’s code, I check for clarity, efficiency, and whether it meets our project standards. It’s important to ensure the code not only functions correctly but is also easy for others to understand and build upon. I also provide constructive feedback to help my colleagues grow and improve.
This showcases a commitment to team success and continuous improvement.
Question 9: What processes and safeguards are used to detect and prevent mistakes in your work?
Mistakes in engineering can have serious and dangerous consequences.
Therefore, taking the necessary steps to avoid them is critical. Whether they have a formal process or not, all engineers should have a system of checks and balances in place for themselves to prevent mistakes. It’s not only about safety; it’s also about doing the job well.
This question shows engineering recruiters how serious candidates are at following safety measures and how they minimize potential issues in their work.
This includes whether they work slowly and methodically, rely on digital systems to self-assess, talk things through with a colleague before making a move, or a combination of these.
What engineering recruiters should look for in an answer:
- Adherence to engineering safety best practices.
- A defined and calculated process to catch or prevent errors.
- A drive and commitment to keep engineering projects safe.
Example:
I use the error-checking features in my engineering solution to double-check measurements and other math that I included. I also get another set of eyes on my work, especially if I’m rushing to meet deadlines.
This answer shows that the candidate is committed to safety and quality control and deploys specific measures to reduce the margin for error.
Question 10: What do you think is the most important engineering issue our industry faces today?
This question gives engineering recruiters insight into how a candidate approaches problems on a macro level and gauges their knowledge of the industry as a whole.
Great engineers stay informed on current trends and issues and think critically about them, even if they don’t directly impact their work.
The field of engineering is constantly evolving.
This question also helps engineering recruiters assess whether your potential new hire has a true passion for the profession and is excited about these advancements.
It’s this drive for constant improvement that will lead them to iterate, innovate, and strengthen your company’s engineering processes, leading to better results.
What engineering recruiters should look for in an answer:
- A focus on big-picture issues and understanding how it affects companies in different ways.
- Ability to articulate why they believe this issue is so important.
- Potential solutions or ways to mitigate the issue.
- Examples from their own experience, reflecting on a concept they felt could have been stronger; or responses that are purely theoretical.
- Critical thinking and creativity - signs that they’re invested in advancing the field.
- Ability to think outside of the box.
Example:
One of the largest engineering issues our industry faces today is the challenge of sustainability and environmental impact. As engineers, we must develop solutions that advance technology and mitigate the harmful effects on the environment. To address these challenges, engineers must collaborate across industries, develop innovative solutions, and integrate the latest, sustainable technologies and practices into our work.
This response signifies and brings awareness to a contemporary issue and how it impacts the field of engineering and the broader society.
Conclusion
Preparing effective engineering interview questions goes a long way, making the difference between hiring the right or wrong candidate for the job.
Workfully is a digital recruiting platform where companies have access to tech recruiters who use modern recruiting technology and incorporate recent industry research and practices into their work.
If you need verified, competent tech recruiters with niche talent pools, don’t hesitate to contact us now.
