Technical screening questions
Ask for one example per question and listen for specifics.
- A user cannot log in; what do you check first? A good answer: Account status and lockout, network, then the device, in a clear order.
- How do you set up a new laptop? A good answer: Image, join domain, install standard software, encrypt and test.
- How do you prioritise several tickets? A good answer: Impact and urgency, with a note to the user about timing.
- What do you do when you cannot solve a ticket? A good answer: Gather logs and steps tried, then escalate with a full note.
- How do you handle a suspected phishing email? A good answer: Do not open links, report it and follow the security process.
Quick screening questions
Use these when you have only a few minutes.
- How many tickets did you close in a typical day and what were the common ones?
- How do you handle a user who is frustrated?
- Describe a problem you solved that others had escalated.
What separates the levels
Match the level to the requirement before you submit.
- Entry: resolves common tickets with a script.
- Mid: handles complex cases and trains others.
- Lead: manages queues and standards.
Red flags
Any of these is a reason to probe further.
- Cannot explain what Active Directory does.
- Poor written ticket notes.
- Never worked with a ticketing system.
Tools you should hear mentioned
A Desktop Support Technician with real experience usually names several of these without prompting.
- A ticketing system
- Active Directory
- Microsoft 365 admin center
- Remote desktop tools
- Imaging or deployment tools
- Basic network tools
Run the call well
Ask for the last project first, then dig into the second or third question. Take notes on versions, team size and outcomes, and record them with the submission so the vendor’s later technical interview does not surprise you.
Frequently asked questions
How long should a Desktop Support Technician screening call take?
Fifteen to twenty minutes is enough to cover the project, three technical questions and availability, rate and work authorization.
Do recruiters need to know the technology?
Working vocabulary is enough. Use the sourcing guide for the role and listen for specifics instead of judging technical depth yourself.