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> This is the touchy-feely, "black magic" part of management,
> figuring out how well a candidate's resume credentials translate
> to real-world performance. If there's a reliable way to do it by
> the numbers I haven't found it, and I've been recruiting and
> managing writers for some 12+ years now. My own personal
> choice for a selection criteria is face-to-face interviewing with
> some seriously detailed discussions of someone's experience
> and examples of past success that can be demonstrated
> through contacts who can discuss them in-depth. And I've
> still had more than a few experiences with people who came
> highly recommended but still didn't seem to have the right
> stuff. Certs might make some hiring managers more comfy,
> but they won't do a thing for me.
I'm with you there, Gene. I ask high level technical questions in
interviews, and then jump down into the minutia of a topic the
candidate brings up. I don't look for someone to ace the test. I'm
looking for someone who can answer my questions and prove to me they'd
be a fit in my organization. I can tell usually within 5 minutes if a
person's skills are up to snuff by how they talk about their
experience. What I use the rest of the interview for is analysis of
personality and fit within the group I'm interviewing for, whether my
own group or another group in my company.
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