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

Subject: Re: Evaluating Candidates Using Tests, Logic Questions, and Similar
From: "Gene Kim-Eng" <techwr -at- genek -dot- com>
To: <techwr-l -at- lists -dot- techwr-l -dot- com>
Date: Wed, 15 Nov 2006 16:43:23 -0800

----- Original Message ----- From: "Gena Shurtleff" <gena -at- originalgena -dot- com>

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

I'm not a big believer in "writing tests." For one thing, they're usually
nothing more than tool or editing tests, and I've yet to work in a pubs
group whose document templates were intuitively clear enough that
I could ever have done anything productive with them in the first two
or three days on the job (and this *includes* groups that *I* managed
and whose templates *I* created).

Logic or Technical Questions

If candidates self-present as having technical skills, I'll throw an engineer
at them on the interview schedule. They can tell better than I can.

Technical Tests

See the comment on writing test above.

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.

My big test is whether the candidate demonstrates an understanding of the
project management skills necessary to research and organize data and get
the project done on schedule and to spec. I usually determine this by a
novel but relatively unscientific method: I talk to them.

Gene Kim-Eng

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Evaluating Candidates Using Tests, Logic Questions, and Similar: From: Gena Shurtleff

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