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Subject:Re: Interview from hell From:Suzette Seveny <sseveny -at- PETVALU -dot- COM> Date:Wed, 2 Jun 1999 11:48:43 -0400
I'd like to add to this - in addition to measurable, pertinent skills and
experience is attitude, growth potential, aptitude for acquiring knowledge,
likelihood of advancing within the company, sense of humour - perhaps,
conversation / people skills, etc., etc., etc. Things that either cannot be
measured or are extremely difficult to measure. That's where gut feelings and
judgement calls come in.
Markham, Ontario, Canada
sseveny -at- petvalu -dot- com or suzette -at- yesic -dot- com
Any opinions expressed are MY opinions.
Feel free to have your own.
Let's agree to disagree
But Please - Don't Flame Me.
Laugh and the world laughs with you;
Snore and you sleep alone.
On Wednesday, June 02, 1999 11:36 AM, Bob Gembey [SMTP:bob -at- supernova -dot- nl] wrote:
> Richard Braden wrote:
> "A agree, and therein lies the frustration. Candidates are not selected on
> measureable, pertinent skills and experience. They are selected on whims -
> another element of our highly dysfunctional corporate invironments."
> Sorry, I disagree -- when you have at least two equally qualified
> candidates, how do you choose between them? Let's face it, many of the
> people who apply for a job have the qualifications to do it. One may be
> the best in some respects, and another in other respects. Since many of
> the qualitites can't be quantified, all you're left with is a judgment
> call. This is not dysfunctional. It is human.