Kevin I remember a long time back working for a consultancy in Oxford we had long and ineffective interview processes. Then we took on a client that was an institute of personnel directors, and found they published some very good materials on how to conduct interviews.
The main lesson was to have a very clear set of goals and criteria drawn up and agreed before you go in, and a clear way to assess against that. Sounds obvious, but we weren't doing that. When we did it was much easier to decide whether they had demonstrated that they had met those criteria and we could be more analytical especially at the first interview stage. That was more valuable than trying to come up with clever questions. Technical assessment is a different story. For that, a clear task to perform with measurable criteria for correctness. Brian _______________________________________________ U2-Users mailing list [email protected] http://listserver.u2ug.org/mailman/listinfo/u2-users
