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well, here's a shot at some possibilities that, if not weed out unqualified
candidates, can at least help prioritize them::
* minimum number of years in the field (do you want a 1-yr person for a job that
requires an experienced TW?)
* minimum set of tools (eg, if you're a FM shop, do you want someone w/ no FM
experience?)
* additional sets of tools (if the candidate knows FM, would you consider him if
he doesn't know DreamWeaver)
* minimum set (and additional sets) of platform experience (if you're a Unix
shop, do you want someone w/ no Unix experience?)
* minimum set of document types (if you need an API writer, do you want someone
that only does low-level end-user GUI manuals?)
* minimum set of industry information (if you're financial software, do you want
someone who doesn't know a blue-chip equity from a municipal bond? and does the
candidate use the industry buzz words?)
while certainly not fool-proof, perhaps this list can give you some ideas...
-----Original Message-----
>What my HR department would like is a list of
>questions and answers that *they* can use to pre-screen applicants. The idea
>being that they "weed out" the "unqualified" ones before taking up my time
>to review resumes and interview candidates.
>
>I am having a hard time coming up with questions that won't throw out the
>baby with the bath water.
