MB Software Solutions General Account wrote: > We're hiring a new QA (quality assurance..."the grand tester"). We want > to gauge not only a personality fit but of course the analytical > thinking skills of the candidate. How would you best assess that if you > were responsible for interviewing this person?
I'd talk to the person, ask leading questions and listen to them answer. If they are confident, comfortable, and speak/listen intelligently and attentively, I'd let them go to the next step which is: I'd hire the person provisionally, with the option to let them go at any time in the next 30 days with no notice. Then I'd assess that person's performance on the job. If they are there on day 31, I'd give them a 10% raise and take them out for a long lunch, officially inviting them to stay on with the team. You'll know in the first few days if the person is the right fit. You have to let them go at the first sign that they are not. But I've never done this before, so take it with a grain of salt. It just seems like a more efficient way to assess a candidate: give them actual work and see how they do. Interview questions are so contrived. Paul _______________________________________________ Post Messages to: [email protected] Subscription Maintenance: http://leafe.com/mailman/listinfo/profox OT-free version of this list: http://leafe.com/mailman/listinfo/profoxtech Searchable Archive: http://leafe.com/archives/search/profox This message: http://leafe.com/archives/byMID/profox/[EMAIL PROTECTED] ** All postings, unless explicitly stated otherwise, are the opinions of the author, and do not constitute legal or medical advice. This statement is added to the messages for those lawyers who are too stupid to see the obvious.
