Evaluate their collaboration style during technical scenarios, knowledge sharing approach, professional communication with team members, and adaptability to established technical procedures whilst maintaining individual competency and initiative. Assess how they balance independent technical problem-solving with team coordination and support during complex technical challenges.
Common misunderstanding: Choosing based on friendliness instead of work style
Many hiring managers care more about whether someone seems "friendly" than how they actually work with others professionally. But technical teams need systematic knowledge sharing and coordinated problem-solving, not just social friendship.
Let's say you are prioritising whether a candidate seems "friendly" over their professional collaboration approach. Personal likability doesn't predict technical team effectiveness. Focus on professional integration: "How do you share technical knowledge with colleagues?" "Describe your approach to coordinated troubleshooting during events." Professional collaboration matters more than personality for operational success.
Common misunderstanding: Thinking technical skills automatically mean good teamwork
Some managers think good technicians will automatically work well in teams. But AV teams need coordinated troubleshooting, equipment sharing, and supporting each other during emergencies. Individual technical experts might struggle with team coordination.
Let's say you are hiring based purely on technical ability without assessing collaboration competency. Strong individual technicians might struggle with team coordination. Test collaborative skills: "How would you coordinate with another technician during a complex system setup?" "Describe supporting a colleague during an equipment emergency." Team success requires collaborative competency beyond individual technical skills.
Ask about technical knowledge sharing, handling disagreements about troubleshooting approaches, supporting colleagues during technical emergencies, learning from team members, and contributing to technical procedure improvements. Focus on scenarios that reveal their approach to collaborative problem-solving and professional development within technical teams.
Common misunderstanding: Asking basic teamwork questions instead of AV scenarios
Hiring managers sometimes ask general questions like "Do you work well in teams?" instead of testing AV-specific collaboration. Technical teamwork involves knowledge sharing, coordinated troubleshooting during events, and equipment management that's different from office teamwork.
Let's say you are asking "Do you work well in teams?" rather than exploring technical collaboration. Generic questions don't reveal AV-specific teamwork competency. Use targeted scenarios: "During a multi-technician event setup, how do you coordinate equipment allocation?" "When another technician encounters audio problems you've solved before, how do you provide guidance?" Technical collaboration has specific requirements.
Common misunderstanding: Only wanting followers instead of contributors
Some managers only check if people follow instructions without seeing if they can contribute ideas and help improve the team. Good team members both support others and share technical knowledge that makes everyone better.
Let's say you are only evaluating whether candidates follow instructions without exploring their technical leadership potential. Supporting behaviour alone doesn't optimise team capability. Assess contribution: "How do you share technical insights that improve team procedures?" "Describe helping colleagues develop new troubleshooting skills." Effective team members both support and lead technical development.
Assess their technical mentoring examples, initiative during complex technical challenges, systematic approach to procedure development, ability to coordinate technical teams under pressure, and contribution to technical standard improvements. Look for evidence of professional development commitment and capability to elevate team technical competency whilst maintaining collaborative relationships.
Common misunderstanding: Thinking the best technician will be the best leader
Many hiring managers think the person with the most technical knowledge will naturally lead others. But technical leadership needs clear communication, mentoring ability, and team coordination skills, not just advanced equipment knowledge.
Let's say you are assuming the most technically skilled candidate will naturally become a team leader. Technical expertise doesn't guarantee leadership capability. Assess leadership competency: "How do you explain complex technical concepts to colleagues?" "Describe coordinating multiple technicians during an emergency." Leadership requires communication and coordination skills beyond technical knowledge.
Common misunderstanding: Only noticing dramatic leadership moments
Some managers only look for obvious leadership moments without noticing systematic contributions like creating procedures and documentation. But leadership often involves building systems, sharing knowledge, and making long-term improvements that help the whole team.
Let's say you are only considering visible leadership moments without exploring systematic contributions. Documentation and procedure development demonstrate leadership thinking. Assess systematic contribution: "How do you document technical solutions for team use?" "Describe improving procedures based on your experience." Systematic thinking and knowledge sharing indicate leadership potential beyond dramatic technical heroics.