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Re: finding out about a candidate's abilities:
Linda Sherman wrote:
> . . . ask specific technical questions about it.
And Leonard Porello wondered why hiring managers don't give "...a simple,
>five-minute test on revision.
As a former hiring manager, I can say that formal (or maybe even informal)
testing poses legal problems. HR has fits about this! An applicant could
sue if s/he could prove that the same test was not used for *all*
applicants...in other words, that the hiring manager was using
discriminatory practices. That is different from exercising judgment.
I agree with Linda that the way to deal with this issue is to ask the
applicant specific questions about his/her most recent relevant project.
Then follow your gut feelings. Red flags usually mean trouble down the
road. OTOH, some very good writers interview like dead fish. But if you get
them talking about their work, they come alive.
My favorite story in this vein is about a candidate who offered a writing
sample to a manager, who recognized it as her own work done a while back.
The candidate didn't even say it was a revision, but rather that it was
original work. Word got around the community pretty fast!
I think I made more good hires than bad ones, but we all make mistakes from
time to time. The trick is to detect and get rid of the turkeys before the
whole situation turns "fowl". 8^)
