Evaluate their approach to technical excellence, client service philosophy, team collaboration during technical challenges, and adaptability to venue atmosphere. Focus on professional standards alignment and service orientation compatibility. Assess whether their technical working style and client interaction approach match your venue's operational culture and team dynamics.
Common misunderstanding: Choosing based on likability instead of work style
Many hiring managers focus on whether they like someone's personality instead of how they work professionally. But technical roles need people with the right approach to quality, systems, and client service, not just friendly people.
Let's say you are prioritising whether a candidate seems "friendly" over their technical methodology and service approach. Personal likability doesn't predict operational success. Focus on professional alignment: "Describe your approach to maintaining equipment quality standards." "How do you balance technical precision with client service?" Working style compatibility matters more than personality.
Common misunderstanding: Ignoring how people approach technical work
Some managers don't check if candidates have the same approach to technical work as their team. Different ideas about maintenance, troubleshooting, or talking to clients can create problems and inconsistency.
Let's say you are hiring an AV technician without exploring their technical philosophy. Conflicting approaches create team friction. One technician might prefer preventative maintenance whilst another only fixes problems reactively. Assess philosophy alignment: "What's your approach to equipment maintenance?" "How do you handle technical disagreements with colleagues?" Shared technical values ensure consistency.
Ask about their technical philosophy, preferred working environment, approach to preventative maintenance, handling of technical disagreements, and what motivates them in technical support roles. Observe communication style and professional values. Focus on scenarios that reveal their collaboration style during technical challenges and attitude toward continuous improvement.
Common misunderstanding: Asking basic team questions instead of technical scenarios
Hiring managers sometimes ask vague questions like "Do you work well in teams?" instead of testing how they actually work with others during technical problems. You need specific AV scenarios to see their real approach.
Let's say you are asking "Do you enjoy working in teams?" rather than exploring technical collaboration style. Generic questions don't reveal venue compatibility. Use specific scenarios: "During a wedding ceremony, the microphone starts producing feedback. How do you balance urgent client needs with proper diagnostic procedure?" Technical decision-making reveals cultural alignment.
Common misunderstanding: Thinking technical skills are enough
Some managers only check if someone is good with technology without seeing if they'll fit with the team. But technical teams need shared standards and compatible communication styles to work well together and serve clients consistently.
Let's say you are hiring based purely on technical ability without considering team dynamics. A technically skilled candidate might have incompatible working methods that disrupt operations. Test cultural alignment: "Our team prioritises client communication during technical issues. How would you handle equipment failure whilst guests are waiting?" Service philosophy alignment ensures team cohesion.
Assess their technical curiosity, client service approach, pressure management style, learning orientation, and professional communication preferences. Focus on traits that predict successful integration with your technical team and venue environment. Evaluate adaptability to different client types and ability to maintain professional standards under varying operational pressures.
Common misunderstanding: Confusing personality with professional behaviour
Many hiring managers test personality instead of looking at how people actually behave at work. Being "outgoing" or "quiet" doesn't predict if someone will be good at explaining technical problems to clients or working well with colleagues.
Let's say you are evaluating whether a candidate is "outgoing" rather than assessing professional behaviour patterns. Personality traits don't predict workplace effectiveness. Focus on behaviour: "How do you communicate technical problems to non-technical clients?" "What's your approach when equipment fails during a presentation?" Professional behaviour patterns predict venue success better than personality type.
Common misunderstanding: Thinking technical jobs need certain personality types
Some managers think AV technicians must be "introverted" or "extroverted." But good technicians can have any personality as long as they have systematic approaches, communicate professionally with clients, and work well with teams.
Let's say you are seeking "introverted" or "extroverted" candidates for AV roles. Personality stereotypes don't predict technical success. Effective technicians have diverse personalities but share professional standards. Assess approach consistency: "How do you maintain quality standards regardless of event pressure?" Professional methodology matters more than personality type for operational success.