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RE: Evaluating Candidates Using Tests, Logic Questions, and Similar
Subject:RE: Evaluating Candidates Using Tests, Logic Questions, and Similar From:"Karen Murri" <kmurri -at- comcast -dot- net> To:"'Gena Shurtleff'" <gena -at- originalgena -dot- com>, <techwr-l -at- lists -dot- techwr-l -dot- com> Date:Wed, 15 Nov 2006 17:29:47 -0600
When I first set out to obtain a tech writing job, I applied at a firm that
had a pretty intense writing test. Before I go into that, I have to tell you
that I realized I loved writing AFTER I started using computers to do it.
When I was in college (dating myself here) I HATED writing papers, and by
association all writing. Being able to use cut and paste and drag and drop
suited my working and thinking style immensely.
So, this test had a two hour time limit and was all hand written. My carpal
tunnel problems react much worse to handwriting than they do to typing. Two
hours holding a pen and writing frantically just about killed me. Plus, the
constraints of writing by hand with no time to rearrange or rewrite. . .
Well, I didn't pass their test. I'll grant that I wasn't as good then as I
am now, but I was a much better writer than what that test demonstrated.
So the moral of the story is that writing tests can't really demonstrate the
full range of a person's abilities, and might actually make the writer
appear worse than they really are. Nor do they say anything about a person's
work ethic, interpersonal skills, fit with your culture, etc. I'm not really
opposed to writing tests, but I am skeptical.
YMMV,
-Karen
-----Original Message-----
From: techwr-l-bounces+kmurri=comcast -dot- net -at- lists -dot- techwr-l -dot- com
[mailto:techwr-l-bounces+kmurri=comcast -dot- net -at- lists -dot- techwr-l -dot- com] On Behalf Of
Gena Shurtleff
Sent: Wednesday, November 15, 2006 1:26 PM
To: techwr-l -at- lists -dot- techwr-l -dot- com
Subject: Evaluating Candidates Using Tests, Logic Questions, and Similar
Hello,
On my team, we are working to improve our interview process. Our current
process relies mostly on what technical writers (or their references) think
their skills are and does not really give them much opportunity to exhibit
those skills. I am looking for suggestions from other writers on effective
ways to determine a candidate's true skill level with tools and writing
style.
Writing or Editing Tests
In the past, we have used this tool but we have gotten spotty results. I
think we could improve our process. If you have used writing or editing
tests effectively, how did you do this? Did you administer the test during
the interview or did you provide the candidates with the information in
advance?
Logic or Technical Questions
Have any of you used "whiteboard" questions during an interview? (By
whiteboard questions, I mean technical coding or logic questions where
interviewees write answers on the whiteboard.) If so, what questions do you
typically include? Have you found this to be a successful indicator of
performance?
Technical Tests
Have you used technical testing or basic skill tests to verify competency
with specific technology or tools? If so, how did you administer them? Did
you use a service? What kind of notice did you give to the applicants? Did
you find this to be a successful evaluation tool?
I would like to include this type of content in future interviews but I
would like to do so in a way that does not alienate potential applicants and
in a way that helps us identify the best candidates. I appreciate any
suggestions you may have.
Thanks,
Gena
Gena Shurtleff
Principal Technical Writer
www.originalgena.com
<mailto:gena -at- originalgena -dot- com> gena -at- originalgena -dot- com
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