Re: Evaluating Candidates Using Tests, Logic Questions, and Similar

[Joe Malin <jmalin -at- jmalin -dot- com>]

I've done a lot of interviewing of candidates, and I've been interviewed
a lot, too. I think the most effective interviews cover two basic areas:
* knowledge worker skills (writing, programming, and so forth)
* "people" skills

In the engineering world, we test knowledge worker skills with various
questions and "quizzes" that help us determine how a person thinks. In
engineering, as in writing, nobody will know all the answers to begin
with. What we have to do is see how the candidate approaches answering
the question. Do they ask good questions? Do they think logically? Are
they comfortable with confusion? How do they resolve confusion?

An hour writing test won't tell you much about a writer's innate
abilities. I think that I could teach just about anyone to follow
grammar rules, but I couldn't keep everyone sticking to good
organization and logical thinking. Similarly, I can't teach everyone how
to interview, ask questions, and manage information.

I recently took a couple of excellent writing "quizzes" from software
engineers at a company I was working at. They presented the bare outline
of a software system and then challenged me to ask *them* questions.
>From my questions and my knowledge of writing, I had to present them a
documentation plan. I think this the perfect way to test a writer's real
abilities.

For people skills, I use "behavioral" interviewing, a technique I
learned from a previous employer. I present a hypothetical situation
involving person-to-person interactions. I then ask the candidate to
tell me what he or she would do, or describe a similar real-life
situation he or she encountered and how he or she handled it.

Note that a "technical" quiz can also tell you a lot about a person. I
love technical interviews, and I get excited and intrigued by the
questions. The interviewer can see that. I am naturally that way, but I
make sure that the interviewer sees it. I want to portray myself as a
writer who is genuinely excited about the technology, and has enthusiasm
and motivation.

Joe

Gena Shurtleff wrote:
> 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 
>
>  
>
> ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
>
> WebWorks ePublisher Pro for Word features support for every major Help 
> format plus PDF, HTML and more. Flexible, precise, and efficient content 
> delivery. Try it today! http://www.webworks.com/techwr-l
>
> Easily create HTML or Microsoft Word content and convert to any popular Help file format or printed documentation. Learn more at http://www.DocToHelp.com/TechwrlList
>
> ---
> You are currently subscribed to TECHWR-L as jmalin -at- jmalin -dot- com -dot- 
>
> To unsubscribe send a blank email to 
> techwr-l-unsubscribe -at- lists -dot- techwr-l -dot- com
> or visit http://lists.techwr-l.com/mailman/options/techwr-l/jmalin%40jmalin.com
>
>
> To subscribe, send a blank email to techwr-l-join -at- lists -dot- techwr-l -dot- com
>
> Send administrative questions to admin -at- techwr-l -dot- com -dot-  Visit
> http://www.techwr-l.com/techwhirl/ for more resources and info.
>
>
>
>   
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

WebWorks ePublisher Pro for Word features support for every major Help 
format plus PDF, HTML and more. Flexible, precise, and efficient content 
delivery. Try it today! http://www.webworks.com/techwr-l

Easily create HTML or Microsoft Word content and convert to any popular Help file format or printed documentation. Learn more at http://www.DocToHelp.com/TechwrlList

---
You are currently subscribed to TECHWR-L as archive -at- infoinfocus -dot- com -dot- 

To unsubscribe send a blank email to 
techwr-l-unsubscribe -at- lists -dot- techwr-l -dot- com
or visit http://lists.techwr-l.com/mailman/options/techwr-l/archive%40infoinfocus.com


To subscribe, send a blank email to techwr-l-join -at- lists -dot- techwr-l -dot- com

Send administrative questions to admin -at- techwr-l -dot- com -dot-  Visit
http://www.techwr-l.com/techwhirl/ for more resources and info.