How B2B Events Leaders Can Accurately Assess Tech Skills in Interviews
As AI continues to evolve, it is becoming firmly embedded in the B2B events industry. What was once unfamiliar and at times misunderstood is now used daily to streamline processes, reduce manual workload and improve productivity.
Most professionals in the industry use technology in some capacity, whether that’s note-takers, language models or lead tools. But do they actually regard this as a valuable skill when applying for a new role?
Many of our clients share a common challenge in interviews: they struggle to uncover a candidate’s true tech capability, particularly when candidates haven’t considered it important enough to include on their CV.
We spoke with the HR Manager of a successful, established B2B events company about how they approach this.
Acknowledging the growing use of AI in events, they explained:
“It’s undeniable that tech skills are becoming more critical across pretty much all of our roles.”
At the moment, their approach is relatively informal.
They shared that they “typically dig into what tools candidates use day-to-day, how they’ve adapted to new systems, and how proactive they’ve been in improving processes or efficiencies.”
However, as AI becomes more embedded in the industry, this is starting to evolve. Their focus is shifting towards “AI usage, curiosity, and willingness to adopt new technologies.”
So, how can you assess tech capability more effectively in interviews?
One consistent gap we’re seeing is tech being overlooked in job specifications. If you don’t clearly signal its importance, candidates are far less likely to prioritise or articulate their capability during the hiring process.
In interviews, tech is often treated like a checklist. If a candidate has used a platform, that’s considered sufficient. In reality, there’s a clear difference between using tech and using it effectively. The strongest candidates can explain how it has improved their performance, not just reduced their workload.
It’s also worth testing how candidates apply technology in practice. Rather than asking whether they’ve used a specific tool, ask them to walk you through how they would approach a real scenario using it. This gives far more insight into their thinking and problem-solving ability.
Finally, don’t assume that regular use of technology makes someone tech-savvy. Strong candidates understand that more tech doesn’t always lead to better outcomes. Asking when they wouldn’t use a particular tool can often reveal a much deeper level of understanding.
Because the difference between an average hire and a high performer is no longer whether they use tech, but how effectively they use it to deliver results.
Visit Jackson Barnes Recruitment’s website www.jbrecruitment.co.uk to learn more about how we connect top commercial talent with world-class media and events organisations.
About Jackson Barnes Recruitment
Jackson Barnes Recruitment delivers international recruitment solutions within the events, media, and publishing sectors. Jackson Barnes recruits Graduate to MD level in the following positions:
• Sales – delegate, sponsorship & Business Development
• Editor
We recruit for organisations in the UK and overseas, with success in London, Dubai, New York, Singapore and Australia.