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

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

Good grief! I can not imagine being forced to take a technical writing
test by hand. If confronted with that, I would politely ask to do it on
a computer or even a typewriter. If I was refused, I would politely end
the interview.

I think a two-hour writing test has no value, since it is completely
unrelated to a tech writer's normal work activities. Either make the
test fifteen minutes, or make it take home overnight. Fifteen minutes
will tell you if someone is naturally organized and gifted; overnight
allows you to give a much harder assignment that shows more completely
the writer's overall abilities.

Here's another one: give the candidate two pages of writing to edit. If
he or she doesn't ask any questions, flunk 'em.

Joe

Karen Murri wrote:
> 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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