On 05/07/2013 09:19 AM, Brodie, Kent wrote:
> I side along with Ski here--- soft skills and open-ended questions that
> really try to help nail down just what KIND of *person* this is-- is this
> someone that will get along well with the other co-workers? Is this someone
> that, at 10pm on a Saturday night, will remote-in to the office to examine
> and deal with a situation that's causing alarms? Is this someone that will
> always work to get the job DONE, or does this person always head out of the
> office as soon as the clock hits 5pm exactly? And so on.
>
> Yes of course, technical questions are of course par for the course, but as a
> hiring manager, I have discovered (after a few hiring 'mistakes'), that first
> and foremost, I'm hiring a PERSON- it matters not (to me) whether or not
> they're a walking man page or an internals guru. In some situations, I
> think the technical questions can be overdone.
Only once have I taken a job I was already "qualified" for. When I
interview people, I'm interested if they like to learn -- and if they're
going to fit into the organization.
Hiring someone who will be unhappy (or taking a job that makes you
unhappy). is one of the costliest mistakes you can make. You want the
team to feel like they're an awesome fit, and them to be excited to be
in your organization, team, and what they're expected to do.
As an interviewer, you need to understand your own culture - and who
will fit well into it -- and who will not.
As a candidate, you need to know what you love and what you hate.
Then you need to do an interview where all this comes out.
These are all harder than they sound.
--
Alan Robertson <[email protected]> - @OSSAlanR
"Openness is the foundation and preservative of friendship... Let me claim
from you at all times your undisguised opinions." - William Wilberforce
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