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Re: Hiring Criteria, Writing Tests, and Drug Tests
Subject:Re: Hiring Criteria, Writing Tests, and Drug Tests From:Annamaria Profit <inteltek -at- erols -dot- com> To:"TECHWR-L" <techwr-l -at- lists -dot- raycomm -dot- com> Date:Thu, 19 Oct 2000 20:08:10 -0400
Janet,
You make a good point. I agree with you, there seem to be at least two
dominant (but not exclusive) styles of approaching tasks, including
interviewing. They seem to be the linear " if, then..." "objective"
style, and the dynamic, inuitive, "ambiguous", freewheeling style. I
think we're all more comfortable in one mode vs the other. But it takes
a balanced approach I think. Some candidates, especially at the
executive level, are very skilled interviewees, to the point of complete
control of the interviewer. Some objective measures will at least
produce a more balanced view. And in the end, it comes down to what the
interviewer and the business wants and what the company believes the
candidate can contribute. Most times there's a tradeoff, especially as
the stakes and the needs get higher. There is no easy answer, no
perfect choice.
And, as a candidate who on at least one occasion has been offered or
taken the wrong job, I can tell you even with multiple interviewers in
the room, or multiple intervews, sometimes you just make the wrong
choice. You never really know until you're in the workplace.
Janet Valade wrote:
> I think this
> whole discussion may be more about personal style, than about any > objective
> properties of tests. I think some people have more faith in their own
> ability to read people and some people prefer more objective, standardized
> criteria for their judgments.
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