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

["Dan Goldstein" <DGoldstein -at- riverainmedical -dot- com>]

Actually, I think you have the opposite problem. Go to
http://tinyurl.com/5d63w to see "Excellent Sample Responses" to "109 of
the most typical interview questions (both traditional and behavioral)."

In other words, at the same time you sent your HR people to an expensive
seminar to learn how to ask Behavioral Interview Questions, your
candidates were busy learning how to game that clever system.

... because all clever systems can be gamed. It's a lot harder to game
an open-ended conversation about professional topics with a variety of
potential colleagues.

> -----Original Message-----
> From: Richard Lewis
> Sent: Tuesday, November 21, 2006 10:28 AM
> To: Gene Kim-Eng; techwr-l -at- lists -dot- techwr-l -dot- com
> Subject: Re: Evaluating Candidates Using Tests, Logic 
> Questions, and Similar
> 
> While a 60-90 day trial will typically do the trick, I feel 
> that, for best results , also screening based on behavioral 
> based interviewing is best. Problem is that just as few 
> hiring managers know proper behavior as do candidates. 
>    

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