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

["Dori Green" <dgreen -at- associatedbrands -dot- com>]

Richard Lewis wrote:
 ... point a.) should be to select-in the the highest suited.  This is an
important distinction, as often behavioral based interviews do not reward
excellent behavior - they reward same-as-us behavior.

****************

Alas, there is what _should_ be, and there is what _is_.  The first step has
to be a removal of the obviously unsuited.  That's why it's so important to
get our resume in front of the actual hiring manager, not just to the HR
office where it's their primary job to look for reasons to eliminate
applicants, not to select the best candidate.

Flunkees and flunkettes of point a.) seldom get to the behavioral based
interview questions.  I'm talking here about a truly gross sorting to
eliminate those who have heard that tech writers have fun and make lots of
money but they haven't done anything to develop their basic skills -- can't
spell, can't edit, can't organize information.  Isn't going to be allowed to
waste any more of my time.

True enough, I would not scratch a candidate solely on the basis of
behavioral-based questions or a low score on an emotional intelligence quiz.
These are just some of the tools I'm using to lift the meat out of the broth
after the foam has been skimmed away.  A low EQ score would probably prompt
me to ask more probing open-ended behavioral-based questions.

No system is perfect.

Dori Green
Technical Writer, QMS Project
Associated Brands, Inc.
Medina, NY Facility


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