Test system operation knowledge, troubleshooting methodology, client communication abilities, and pressure management through hands-on demonstrations and scenario-based questions. Focus on systematic diagnostic approaches and technical adaptability rather than specific equipment knowledge. Assess their ability to maintain professional client communication whilst implementing technical solutions under realistic event pressures.
Common misunderstanding: Testing specific equipment knowledge instead of thinking skills
Many hiring managers test knowledge of specific equipment brands instead of how people think through problems. Equipment changes constantly, but good troubleshooting methods work with any system and matter more for long-term success.
Let's say you are interviewing an AV technician and asking extensively about specific mixer models or projector brands. This knowledge becomes outdated as technology evolves. Instead, focus on their troubleshooting methodology: "Walk me through your approach when audio suddenly cuts out during an event." Systematic thinking transfers across equipment types.
Common misunderstanding: Testing technical skills and people skills separately
Some managers test technical abilities and customer service as separate things. But AV technicians must solve equipment problems whilst talking to worried clients at the same time. You need to test both skills together.
Let's say you are testing technical skills in isolation, then separately asking about customer service. In reality, AV technicians must troubleshoot equipment whilst reassuring nervous event organisers. Test both simultaneously: "The microphone has failed during a wedding speech. Show me how you'd fix it whilst communicating with the stressed bride's family."
Prioritise audio-visual system operation, systematic troubleshooting methodology, client service orientation, preventative maintenance thinking, and effective communication under pressure. Include technical adaptability and problem-solving creativity assessment. Focus on competencies that predict success across different technical scenarios rather than specific system expertise that may become outdated.
Common misunderstanding: Caring too much about certificates
Hiring managers sometimes focus too much on technical certificates without checking if people can actually solve problems under pressure. Certificates show training completion but don't prove someone can troubleshoot real issues or communicate well with clients.
Let's say you are prioritising candidates with extensive certifications over those with demonstrated problem-solving skills. A technician with multiple certificates might struggle when equipment fails unexpectedly. Test practical abilities: "Here's a system that's not working correctly. Show me your diagnostic process." Real-world competency matters more than paper qualifications.
Common misunderstanding: Only caring about fixing problems instead of preventing them
Some managers only ask about fixing broken equipment without checking if candidates think about preventing problems. Good maintenance stops most failures before they happen and saves money and stress.
Let's say you are only asking about troubleshooting reactive problems without exploring maintenance thinking. Preventative technicians save venues significant money and disruption. Ask: "How would you prevent the most common AV failures?" "What maintenance schedule would you recommend for our equipment?" Proactive thinking prevents emergency repairs.
Use equipment demonstrations, diagnostic scenarios with simulated failures, system setup challenges, and client interaction role-plays. Test their ability to explain technical concepts, implement solutions under time pressure, and maintain systematic approaches. Create realistic technical challenges that mirror your venue's common issues whilst observing their methodology and communication effectiveness.
Common misunderstanding: Using fake problems instead of real venue issues
Many hiring managers create artificial tests that don't match their actual workplace challenges. Better to use your real equipment and typical problems to see how candidates handle genuine situations they'll face in the job.
Let's say you are using generic technical puzzles unrelated to your venue's systems. This doesn't predict job performance. Instead, use your actual equipment: "Our main sound system has this recurring issue during evening events. How would you investigate and resolve it?" Real scenarios reveal relevant capabilities.
Common misunderstanding: Testing technical skills without client pressure
Some managers test technical abilities in quiet rooms without including the pressure of worried clients asking questions. But real AV work happens during events with nervous organisers watching. You need to test both technical skills and client management together.
Let's say you are assessing technical skills in a quiet room without simulating client pressure. Real AV work happens during events with nervous organisers watching. Include realistic pressure: "You're fixing this issue whilst the conference organiser asks when it will work. Handle both the technical problem and their concerns." This tests real-world performance.