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The questions don't matter -- candidates lacking in the necessary
interpersonal skills can still prepare "correct" answers to any
What really matters is the candidate's interaction with your current
staff in various small groups. Schedule a few hours at least, and
encourage your staff to engage candidates in unscripted conversations
about the work they're doing (on both sides). Add donuts and soft drinks
to loosen things up. The staff's cumulative gut feeling about the
candidate will be an important indicator of future success.
> -----Original Message-----
> From: Condo, Candis
> Sent: Monday, February 05, 2007 12:46 PM
> To: techwr-l -at- lists -dot- techwr-l -dot- com
> Subject: Interviewing Tech Writers
> OK. We have discussed how to get an interview.
> I am looking at the problem from the other
> side of the desk. I am NOT the pubs manager
> although I have been in a past life and I have
> hired my share of mistakes. Now we are looking
> to hire a couple of writers, interviewing them
> this week. I am not worried about FrameMaker
> expertise. I am not even worried about writing
> ability. I can find all that. I worry about
> finding someone who fits into a senior group
> at a mad-house company.
> What questions do you ask?...
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