TechWhirl (TECHWR-L) is a resource for technical writing and technical communications professionals of all experience levels and in all industries to share their experiences and acquire information.
For two decades, technical communicators have turned to TechWhirl to ask and answer questions about the always-changing world of technical communications, such as tools, skills, career paths, methodologies, and emerging industries. The TechWhirl Archives and magazine, created for, by and about technical writers, offer a wealth of knowledge to everyone with an interest in any aspect of technical communications.
Re: Examining proficiency of job applicants in FrameMaker
Subject:Re: Examining proficiency of job applicants in FrameMaker From:Andrew Plato <gilliankitty -at- yahoo -dot- com> To:techwr-l -at- lists -dot- raycomm -dot- com Date:Tue, 6 Jan 2004 12:26:37 -0800 (PST)
"Caroline Tabach" <> wrote in message news:224011 -at- techwr-l -dot- -dot- -dot-
>
> In the near future our company will be looking for a temporary worker
> (sub contractor).
> Our documentation is in FrameMaker (6, not structured).
> I have been asked to formulate an exam/test for candidates.
> The test has to test 2 things:
> 1. skills in FrameMaker.
> 2. Technical writing ability
> I would combine the both (ask them to write something in Frame)
>
ANYBODY can learn how to use a tool effectively. Tests for tool skills have
little to no bearing on the aptitude of a person.
I'd suggest skipping the tool test and focus on interviewing the person. Find
out what the person is like. I have had exceptional results by hiring people
who were seriously underskilled for a job, but were motivated and eager to
work.
You can always teach people how to write or how to use FrameMaker. That's easy.
You cannot teach somebody how to be responsible, motivated, or creative.
In my opinion: motivation, attitude, and character are more important than tool
or writing skills. I've had great success with that hiring philosophy.
