For everyone else who responded and that I didn't respond personally, thank
you so much.  I've come to the conclusion that not only have I been lax in
testing technical knowledge, Brian is right, I didn't really have a vision
for where to slot someone and therefore the interview was a little washed
out.  Thanks to everyone who has (and will) respond to this.  It's most
helpful.


On Wed, Oct 9, 2013 at 8:11 PM, Kevin King <[email protected]> wrote:

> Rex, copious thanks.  Great information.
>
>
> On Wed, Oct 9, 2013 at 12:57 PM, Rex Gozar <[email protected]> wrote:
>
>> Kevin,
>>
>> You want people who are smart and get things done --
>> http://www.joelonsoftware.com/articles/fog0000000073.html
>>
>> rex
>>
>> On Wed, Oct 9, 2013 at 4:39 AM, Brian Leach <[email protected]>
>> wrote:
>> > 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
>> _______________________________________________
>> U2-Users mailing list
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>>
>
>
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