RE: Why they don't ask for candidates by technology skills.

Subject: RE: Why they don't ask for candidates by technology skills.
From: GeneK <gene -at- genek -dot- com>
To: "TECHWR-L" <techwr-l -at- lists -dot- raycomm -dot- com>
Date: Fri, 14 Feb 2003 12:08:58 -0800


I see this happen a lot, especially when technical writers are managed
by someone who's never been a writer. They had someone who took all
the documentation effort off their shoulders and want someone who can
step in and pick up where the previous person left off so they don't have
to bother with something they don't think is an important part of their
"real product."

Gene Kim-Eng
Technical Publications Manager
Half Moon Bay, CA


At 11:48 AM 2/14/2003 -0800, Alan Bucher wrote:

This is related to a mistake I see managers make all the time (at
least, I think it's a mistake, but they may have their reasons). That
is to seek a writer with the same knowledge as the one they're
replacing (or the other writers in the group), rather than seeking
one with the knowledge and skills that the other writers had when
they first started.

If you have someone that's been in your group for two years and has
learned what they needed to be your key player, don't forget that you
didn't just pluck them off the tree ready-made two years ago. You
chose them for their foundation skills, attitude, and aptitude, and
they grew into the role. To list the end-result of the battle-worn
writer's development as the immediate requirements for their
replacement is short-sighted and likely to be met with failure.



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References:
RE: Why they don't ask for candidates by technology skills.: From: Alan Bucher

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