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Generally, by sorting candidates in the following order:
1. Candidates I've worked with previously
2. Candidates recommended by people I work/have
worked with
3. Candidates whose resumes show time at companies
where I have networking contacts I can call for opinions
4. Everyone else
It's actually pretty rare for me to have to pull candidates
out of group 4.
Gene Kim-Eng
----- Original Message -----
From: "Tariel, Lauren R" <lt34 -at- saclink -dot- csus -dot- edu>
How does the plan of interviewing candidates work in a market that is
saturated with "technical writers" who really aren't qualified for the job,
but can write up a resume, produce samples (possibly borrowed), and come up
with references, so the TWs look qualified? If you are hit with 50 or so
resumes from "qualified" candidates, how do you determine who to call for a
phone interview and later bring in for an in-person interview?
Certification can help slim the numbers in large markets.
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