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

Subject: Re: Evaluating Candidates Using Tests, Logic Questions, and Similar
From: John Posada <jposada01 -at- yahoo -dot- com>
To: Richard Lewis <tech44writer -at- yahoo -dot- com>, techwr-l -at- lists -dot- techwr-l -dot- com
Date: Mon, 20 Nov 2006 17:34:59 -0800 (PST)

> My main point is that I you want skill at larger scale TWing
> projects, then you need to test for skill at larger scale TWing
> projects - not for skill at smaller scale projects. And since it
> is not practical to (i.e., it would take too much time) to test for
> skill art larger scale projects, then out with tests and in with
> behavioral based interviewing. Of course behavioral based
> interviewing only works if the interviewer knows what the proper
> behavior is and is willing to sign onto it - a very big if.

This I'll buy.

Testing for small gigs is "Write me a procedure to make coffee". The
priority for this test is to show you can create a small deliverable
with little teamwork assistance."..perfect for a writing test. You
don't plan 60 day deliverables. You write like hell

For big gigs, since it probably involves multiple contributors over
an extended period of time, writing is a small percentage of the
skill set, with project management, expectation definition, and
discipline as a larger piece. This is harder to test since you aren't
testing for the skill to document, but to manage the effort. You
might not even write much the first 60 days.

A person be better at one than the other, though some can be good at
both, especially when they know that each requires different
approaches and skillsets.

John Posada
Senior Technical Writer

"I think the problem, to be quite honest with you, is that you've never actually known what the question is."
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Re: Evaluating Candidates Using Tests, Logic Questions, and Similar: From: Richard Lewis

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