Re: Evaluating Candidates Using Tests, Logic Questions, and Similar
>>Senior writer leaves. Manager now "interrogates" the
>>candidate about the writing samples - determines how much
>>the candidate knows about what they said they wrote - can
>>the candidate explain concepts/principles related to the
>>domain etc.
>
>Some of my samples go back 15 years. When I first got into the
>business, it was for a telcom company. It is unreasonable for you
>expect me to remember something technical that I wrote about 15 years
>ago and never wrote about again, or 13 years ago when I documented
>some home-grown UNIX tools.
Ha! If only this were the case. I interviewed with Ameriquest in
Anaheim,
California a few years ago, and this was the reason that I did not get the
job. As a matter of fact, my interview only lasted three minutes.
Note: I specifically name this company because the person that
interviewed
me should be fired, barred from ever interviewing anyone again, and
ashamed
of herself.
During my interview the interviewer asked if I was proficient with
RoboHelp
(I was, and had last used RoboHelp approximately one year prior to the
interview). After a few perfunctory questions, she asked me the
following:
"What was the name of project folder in which you uploaded your
documentation?"
My answer: "I believe it was the same as the name of the software we were
documenting"
My answer set her off. She was incredulous, and stood up when I said that
I
couldn't be precise in my answer as it was over a year ago. So she walked
to the door and said, "Give me a call when you can remember the name".
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References:
RE: Evaluating Candidates Using Tests, Logic Questions, and Similar: From: John Posada
RE: Evaluating Candidates Using Tests, Logic Questions, and Similar: From: James Barrow
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