Re: [Histonet] Interview
Just a note: The liability of having a interviewee cut themselves operating an instrument that they have not been signed off as competent is HUGE. I think your company/labs legal team would say absolutely not. It would be nice to assess their cutting and other skills ahead of time, but that is what the probationary period is for. Don't be afraid to let an underperformer go during probation. More than likely, a good personality fit is the most important, anyway. Sincerely, Terri Terri L. Braud, HT(ASCP) Anatomic Pathology Supervisor Laboratory Holy Redeemer Hospital 1648 Huntingdon Pike Meadowbrook, PA 19046 ph: 215-938-3689 fax: 215-938-3874 Care, Comfort, and Heal 5. Help to interview new employees for the first time (Blanca Lopez) ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
RE: [Histonet] interview
After a tour and review of the work-day expectations, the candidate completes a simple math test (basically dilutions and percentage calculations) and then is asked to observe and repeat the processes of sectioning and coverslipping. Look for signs of disinterest (no questions - the wall of silence) and a lack of the manual dexterity required to make a good slide (if you are fearful every time their hands approach the microtome, that's not a good sign - routine can be learned but spatial awareness not so much). My cohort was hired with zero experience and not certified and she's fabulous! Tresa Goins Histopathology Section Supervisor Montana Veterinary Diagnostic Lab -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Lee & Peggy Wenk Sent: Thursday, January 10, 2013 6:22 PM To: Gale Limron; histonet@lists.utsouthwestern.edu Subject: Re: [Histonet] interview (Quoted material taken from various ASCP BOC (Board of Certification) webpages.) FIRST: make certain they meet the ASCP HT criteria. If it they are truly doing the OJT route: Route 2: At least 60 semester hours (90 quarter hours) of academic credit from a regionally accredited college/university, with a combination of 12 semester hours (18 quarter hours) of biology and chemistry (must include credit hours in both), or an associate degree from a regionally accredited college/university, with a combination of 12 semester hours (18 quarter hours) of biology and chemistry(must include credit hours in both), AND one year full time acceptable experience in a histopathology (clinical, veterinary, industry or research) laboratory in the U.S., Canada or an accredited laboratory* within the last ten years. *Laboratory accredited by a CMS approved accreditation organization (i.e., AABB, CAP, COLA, DNV, The Joint Commission, etc.). NOTE: FOR U.S. CERTIFICATION THE JOINT COMMISSION INTERNATIONAL (JCI) IS NOT ACCEPTABLE. SECOND: you also say they are willing to do an online training. If that is through a NAACLS-accredited HT program, then the ASCP HT criteria is: Route 1: Successful completion of a NAACLS accredited Histotechnician program within the last 5 years prior to the date of application for examination; So, you need to contact each of the NAACLS programs that offer on-line programs (there's 4-6 of them), and find out what their requirements are. High school graduates, some college, so many college credits, what type and number of biology, chemistry and math requirements, etc. Then you need to make it very clear who is paying (them, the lab, some of both) the thousands of dollars of tuition, buying the books, how much time you will give them each week to work on homework projects (collecting tissue, doing stains, you monitoring them taking exams, etc.). I would have them sign a contract about being a trainee and earning less money than the minimum starting wage until they pass the ASCP HT exam, and then they get a raise to the minimum. And in the contract, if your lab it helping to pay for the tuition or book, that they agree to stay at least, say, 2 years after passing the HT exam, or else they have to pay the lab back some of the money the lab spent on training them (prorated, to amount of time they stayed past the time they passed the ASCP exam). THIRD: If this is a true OJT, notice the "one year full time acceptable experience". You say this is a part-time position, so 1 year of part time does not equal one year full time. This following is from the ASCP BOC webpage. Full-time experience is defined as a minimum of thirty-five (35) hours per week. Individuals who have part-time experience may be permitted to utilize prorated part-time experience to meet the work experience requirements. For example, if you are employed 20 hours per week for one year, your experience would be computed as 20 divided by 35 multiplied by 52 weeks, or the equivalent of 29.7 weeks of full time employment. My concern is your requirement of them taking and passing the ASCP HT exam in 2 years. It might take 2 years for them to earn enough working hours to equal 1 year full time experience. I would suggest that you tell them they must take and pass the HT ASCP exam within 1 year of becoming eligible. If they fail, they can take the exam again in the next quarter (4x/year). If they haven't passed it after 4 attempts, odd are they are not going to pass it. Or if they bother trying again every 3 months, well, that says something about their character also. FOURTH: for your interview questions - open questions. No yes/no. - "tell me about a time you . . . " are great questions. Anyone can make up something that sounds good if they are asked "what would you do if . . .". But asking them to talk about a time when they had to handle a situation gives you an insight into what they
Re: [Histonet] interview
em working together, or getting the work done effectively/efficiently. - dealt with an angry customer - changed procedures to better serve a customer - you went out of your way to show compassion to someone else - of all the places you have worked at, describe the one you stayed at the longest (why? and why left?) - what factors are influencing you to change your career - how would you rate your attendance record compared with others - give examples of why - during slow times at work, what do you do during that time? - during a busy time at work, how do you maintain a high energy level - when you had to work with someone who was very "different" than you. - worst example of discrimination you've seen in a workplace (co-worker or supervisor) - you had working with a diverse work team - had to deal with a difficult change - the supervisor made changes that you didn't agree with - you had to manage several tasks at the same time - how do you stay organized? What did you do in situations when there just wasn't enough time? - when you initiated change at work (what type? how get others on board? biggest challenge?) - when you had to deal with a lot of stress in a situation. Peggy A. Wenk, HTL(ASCP)SLS Program Director Schools of Histotechnology Beaumont Hospital Royal Oak, MI 48073 -Original Message- From: Gale Limron Sent: Tuesday, January 08, 2013 1:02 PM To: histonet@lists.utsouthwestern.edu Subject: [Histonet] interview Hello, I just found out today I will be doing 2nd interviews for 3 candidates for a part time Histology position at our hospital on Friday of this week. These candidates are not histotechs but are willing to do online training and take ASCP board exam within 24 months. I would appreciate some help with what questions to ask. I did not attend the 1st interviews but these were done by our lab manager who does not know a lot about what we do I histology. Thank you! Gale Limron CT,HT (ASCP) Histology Supervisor Union Hospital 659 Boulevard Dover, Ohio 44622 330-343-3311 ext 2562 This e-mail is intended only for the person or entity to which it is addressed and may contain information that is privileged, confidential or otherwise protected from disclosure. Dissemination, distribution or copying of this e-mail or the information herein by anyone other than the intended recipient, or an employee or agent responsible for delivering the message to the intended recipient, is prohibited. If you received this message in error, please delete without copying and kindly e-mail a reply to inform us of the mistake in delivery.___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
Re: [Histonet] interview
Hope you got some help. If your not done I would find a little task to see what their manual dexterity is. I would also ask questions to see if any of them did some research on histology before coming to the interview that shows interest and that they are proactive. Your limited on personal questions but you can ask where they see them self 2 years down the road if you give them this opportunity . These are just a couple ideas. Hope you get a go getter and not spoon feeder . Good luck ! Sent from my iPhone On Jan 8, 2013, at 1:02 PM, Gale Limron wrote: > Hello, > I just found out today I will be doing 2nd interviews for 3 candidates for a > part time Histology position at our hospital on Friday of this week. These > candidates are not histotechs but are willing to do online training and take > ASCP board exam within 24 months. I would appreciate some help with what > questions to ask. I did not attend the 1st interviews but these were done by > our lab manager who does not know a lot about what we do I > histology. > Thank you! > > Gale Limron CT,HT (ASCP) > Histology Supervisor > Union Hospital > 659 Boulevard > Dover, Ohio 44622 > 330-343-3311 ext 2562 > > > > This e-mail is intended only for the person or entity to which it is > addressed and may contain information that is privileged, confidential or > otherwise protected from disclosure. Dissemination, distribution or copying > of this e-mail or the information herein by anyone other than the intended > recipient, or an employee or agent responsible for delivering the message to > the intended recipient, is prohibited. If you received this message in error, > please delete without copying and kindly e-mail a reply to inform us of the > mistake in delivery.___ > Histonet mailing list > Histonet@lists.utsouthwestern.edu > http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
RE: [Histonet] interview
I will try and stay off my soap box while doing this. I was asked my opinion by one of the remark presenters that I obviously took issue with. Ok, as far as interviewing since that was the original question (thanks Rene for reminding me), I did get off topic. I too ask questions about special stains, fixation, processing, embedding, sectioning trying to hit all the areas, but usually in a way to view there hands-on knowledge while I show them around the lab. I also perform a embedding and section test for them, having them embed and cut tissue that I have personally placed in the cassette for their ability to be hard to cut and obtain good sections on. I also, give them small pieces of tissue and later melt it down to see how far they cut into in obtaining complete sections. Everyone has a way of doing things, no one way is right or better. Back to OJT!! Bill give some great advice, I search for someone I think will be a good fit and is excited to learn a trade that can serve them well in life. My experience with people with degrees is they usually want to be paid for the degree and not the work experience which is non when they are interviewing for a OJT job. I have had a lot of good employee who didn't have a degree yet but were working their way through. One lady I hired with a number of college credits but was not quite enough for her degree, she has since gotten her certification and is a manager at the job where I trained her (great job Stephanie!! Very proud of you!!) Don't be scared off by the OJT route, sure its a lot of work and time consuming but we have a lot of great Histotechs out there for went this route. All the ones that trained me were OJT and later grandfathered in to take the HTL test. No disrespect meant to anyone, just give good sound advice, get off the soap boxes, be helpful and maybe this forum will not be such a "boxing match" in the future. No back to work people!! Timothy N. Higgins, HT (ASCP), QIHC Date: Thu, 10 Jan 2013 08:44:51 -0800 From: rjbu...@yahoo.com Subject: Re: [Histonet] interview To: joellewea...@hotmail.com; thiggin...@msn.com; histonet@lists.utsouthwestern.edu Why, I wonder, every time an issue like this or similar surfaces in HistoNet it becomes a contentious issue? The original question was simple: a potential interviewer with little interviewing experience was about to interview 3 applicants without any histology experience for a histotech position. And that started a torrent of advises that went from asking about histology even when that was impossible due to the fact that the interviewees were histology ignorants, to a series of unrealizable advises. One thing is training on the job (that was NOT the question) to many other suggestions having nothing to do with the original question and many "give and take" of answers/counter answers leading to Tim's request to "give advise, and stop the ridiculous remarks!" that I happen to agree with also. HistoNet is a very valuable resource but sometimes it becomes a place where some people want to impose their particular view points and that is not the objective of this forum. Just receive the questions, if you think you can help with a sound and honest advise, please do it, but do not try to convince others that your view point is the "Gospel" or that you have to counter any other advise or opinion different to yours. This is not a "boxing ring" but a place where professionally originated answers are offered for the benefit of all, and especially for the benefit of those posting a problem. At least that is what I always try to do! René J. From: "joellewea...@hotmail.com" To: Tim Higgins ; histonet@lists.utsouthwestern.edu Sent: Thursday, January 10, 2013 11:07 AM Subject: Re: [Histonet] interview You can always delete if not interested Sent from my Verizon Wireless 4G LTE Smartphone - Reply message - From: "Tim Higgins" To: Subject: [Histonet] interview Date: Thu, Jan 10, 2013 8:47 am Gale and Pam, people on Histonet love to sit on their soap box and spew out ridiculous statements without any thought behind them at times. To say you need to "scale the volume down to a point where it is manageable" (tell that to your boss!! Whatever!!) is coming from someone who obviously has no working experience in the private sector. That might work at a research facility but I doubt it, or to say bluh bluh bluh something to do with peanuts and monkeys and the final one is, "The situation in histology will never get better otherwise", REALLY??? OJT is sometime a necessary route we as supervisor of labs that are experiencing a staffing shortage have to take to acquire the personnel we need to perform the work given. You have to do what you have to do, find someone to train if that is your only avenue. In a
Re: [Histonet] interview
Why, I wonder, every time an issue like this or similar surfaces in HistoNet it becomes a contentious issue? The original question was simple: a potential interviewer with little interviewing experience was about to interview 3 applicants without any histology experience for a histotech position. And that started a torrent of advises that went from asking about histology even when that was impossible due to the fact that the interviewees were histology ignorants, to a series of unrealizable advises. One thing is training on the job (that was NOT the question) to many other suggestions having nothing to do with the original question and many "give and take" of answers/counter answers leading to Tim's request to "give advise, and stop the ridiculous remarks!" that I happen to agree with also. HistoNet is a very valuable resource but sometimes it becomes a place where some people want to impose their particular view points and that is not the objective of this forum. Just receive the questions, if you think you can help with a sound and honest advise, please do it, but do not try to convince others that your view point is the "Gospel" or that you have to counter any other advise or opinion different to yours. This is not a "boxing ring" but a place where professionally originated answers are offered for the benefit of all, and especially for the benefit of those posting a problem. At least that is what I always try to do! René J. From: "joellewea...@hotmail.com" To: Tim Higgins ; histonet@lists.utsouthwestern.edu Sent: Thursday, January 10, 2013 11:07 AM Subject: Re: [Histonet] interview You can always delete if not interested Sent from my Verizon Wireless 4G LTE Smartphone - Reply message - From: "Tim Higgins" To: Subject: [Histonet] interview Date: Thu, Jan 10, 2013 8:47 am Gale and Pam, people on Histonet love to sit on their soap box and spew out ridiculous statements without any thought behind them at times. To say you need to "scale the volume down to a point where it is manageable" (tell that to your boss!! Whatever!!) is coming from someone who obviously has no working experience in the private sector. That might work at a research facility but I doubt it, or to say bluh bluh bluh something to do with peanuts and monkeys and the final one is, "The situation in histology will never get better otherwise", REALLY??? OJT is sometime a necessary route we as supervisor of labs that are experiencing a staffing shortage have to take to acquire the personnel we need to perform the work given. You have to do what you have to do, find someone to train if that is your only avenue. In a perfect world we would have qualified Histotechs knocking at our door every time there is an opening and an employer that is throwing money at us. Please give good sound advice, and stop the ridiculous remarks. It gets old real fast!! Good luck Gale!! Tim Message: 4 Date: Wed, 9 Jan 2013 18:37:36 + (UTC) From: Pam Marcum Subject: Re: [Histonet] interview To: joelle weaver Cc: histonet@lists.utsouthwestern.edu, ga...@unionhospital.org Message-ID: <117995865.193203.1357756656174.javamail.r...@sz0001a.westchester.pa.mail.comcast.net> Content-Type: text/plain; charset=utf-8 I totally understand hiring only experienced people however; I have a question.?? What do you do when you have no one available and the institute you work for will not help with moving expenses or sign on bonuses??? Believe me I know about training OJT today when you are shortstaffed and can't meet salary demands.?? Pam Marcum ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
Re: [Histonet] interview
You can always delete if not interested Sent from my Verizon Wireless 4G LTE Smartphone - Reply message - From: "Tim Higgins" To: Subject: [Histonet] interview Date: Thu, Jan 10, 2013 8:47 am Gale and Pam, people on Histonet love to sit on their soap box and spew out ridiculous statements without any thought behind them at times. To say you need to "scale the volume down to a point where it is manageable" (tell that to your boss!! Whatever!!) is coming from someone who obviously has no working experience in the private sector. That might work at a research facility but I doubt it, or to say bluh bluh bluh something to do with peanuts and monkeys and the final one is, "The situation in histology will never get better otherwise", REALLY??? OJT is sometime a necessary route we as supervisor of labs that are experiencing a staffing shortage have to take to acquire the personnel we need to perform the work given. You have to do what you have to do, find someone to train if that is your only avenue. In a perfect world we would have qualified Histotechs knocking at our door every time there is an opening and an employer that is throwing money at us. Please give good sound advice, and stop the ridiculous remarks. It gets old real fast!! Good luck Gale!! Tim Message: 4 Date: Wed, 9 Jan 2013 18:37:36 + (UTC) From: Pam Marcum Subject: Re: [Histonet] interview To: joelle weaver Cc: histonet@lists.utsouthwestern.edu, ga...@unionhospital.org Message-ID: <117995865.193203.1357756656174.javamail.r...@sz0001a.westchester.pa.mail.comcast.net> Content-Type: text/plain; charset=utf-8 I totally understand hiring only experienced people however; I have a question.?? What do you do when you have no one available and the institute you work for will not help with moving expenses or sign on bonuses??? Believe me I know about training OJT today when you are shortstaffed and can't meet salary demands.?? Pam Marcum ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
RE: [Histonet] interview
OK, then, sound advice. (Hopefully) Assuming that a trained tech is out of the question: Hire someone with a minimum of an AS, but prefferably an MS. Pay scale should reflect the difference between a HS grad and a degreed person. This has been my policy for 17 years. MS or experience - otherwise, I do not even schedule an interview. Also, I believe it is grossly unfair to the new employee to limit their potential earnings at the start. Complete training, get 50 cents. Get your HT/HTL, get another dollar or two. (These are hourly increases, not the price of a stuffed bear that says "congratulations") Under that stipulation, seek within the system first. You have a better chance of gauging their work ethic and how well they get along with others and follow directions. If no luck within the system, go the local route - same requirements. How about contacting any nearby military bases, perhaps a spouse of a soldier is a tech and moving to town. It is not unusual for the bases personnel folks to know of such needs - but I admit, it is a long shot. Advertise nationaly - expensive! But it may unearth someone who will be planning on relocating to your area. This has happened once in my career - so it is not out of the realm of possibility. When interviewing an "unknown" your rescources for investigation are really pretty limited. Interview time is critical. Refrain from "tours" of the lab until after the initial interview. If they are not of hiring potential - don't waste your valuable time. Never promise what you cannot deliver. Remember that many people in today's economy are not working or are underemployed. Benefit packages are sometimes very valuable, especially to someone who hasn't had any for awhile. This is not a soapbox - though it would be a good place to get on one. This is the reality of our times. Excellent workers are available. Try to guage their desire, not for employment, but for learning new things. Ask questions that will guide them to give real answers as to how they might handle this or that "people" situation. Don't overlook the banal questions about hobbies or volunteer work. The answers can be very insightful. A person with no outside interests is a red flag as is someone with too many scattered interests. Don't look for common ground with these inqueries, but if you find it, ask yourself if your shared hobby is in anyway a plus for OJT work? As to paring down the work - this will be difficult but that is not the same as impossible. Work with medical staff to see what can be outsourced, even if for a short time. IHC? Some IHC? It is hard to find reference labs that do a lot of special special stains. Look at the data and see what special stains you offer that are hardly ever, or rarely requested. Talk with medical staff about eliminating these with the option of reintroducing them should the need increase. It's surprizing what a pathologist can do without! How much time are you spending in a day answering the phone? Pulling slides and filing? Cleaning processors and changing stainers? Chasing down missing info on your requisitions? Retreiving specimens? Could this be done by a part-time/full time clerk? Saving ten minutes here and 15 minutes there really does make a difference. Perhaps, if the clerk shows potential, they could become your OJT tech. I know that is how at least some of the fine techs who frequent this forum got into the field. Advantage - you see first hand their personality and productivity. None of these things are really new, but we do sometimes overlook them. It helps to have some objective fresh looks at the situation. Perhaps, bringing in an experienced per diem person can help you see areas that can be improved upon. After "X" number of years in the same place - we can get a bit myoptic. Maybe an histology consultant would be helpful. Again - fresh eyes and an open mind! Know that everything I just said is doable, but not easy. And every one or any one can fail or are not a good fit for your situation. Revenue may suffer, even if only temporary, but it simply may not be avoidable. And now - for a series of cliches that may actually be applicable: A burnt out tech is of no value to anyone, least of all, themselves. Nothing ventured, nothing gained. Two heads are better than one and might be twice as entertaining. Think outside the box (arrrgh - I can't believe I actually wrote that) Good luck in your endeavors and God bless! Thanks for indulging me. -Bill -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Tim Higgins Sent: Thursday, January 10, 2013 8:47 AM To: histonet@lists.utsouthwestern.edu Subject: [Histonet] interview Gale and Pam, people on Histonet love to sit on their soap box and spew out ridiculous statements without any thought behind them at times.
[Histonet] interview
Gale and Pam, people on Histonet love to sit on their soap box and spew out ridiculous statements without any thought behind them at times. To say you need to "scale the volume down to a point where it is manageable" (tell that to your boss!! Whatever!!) is coming from someone who obviously has no working experience in the private sector. That might work at a research facility but I doubt it, or to say bluh bluh bluh something to do with peanuts and monkeys and the final one is, "The situation in histology will never get better otherwise", REALLY??? OJT is sometime a necessary route we as supervisor of labs that are experiencing a staffing shortage have to take to acquire the personnel we need to perform the work given. You have to do what you have to do, find someone to train if that is your only avenue. In a perfect world we would have qualified Histotechs knocking at our door every time there is an opening and an employer that is throwing money at us. Please give good sound advice, and stop the ridiculous remarks. It gets old real fast!! Good luck Gale!! Tim Message: 4 Date: Wed, 9 Jan 2013 18:37:36 + (UTC) From: Pam Marcum Subject: Re: [Histonet] interview To: joelle weaver Cc: histonet@lists.utsouthwestern.edu, ga...@unionhospital.org Message-ID: <117995865.193203.1357756656174.javamail.r...@sz0001a.westchester.pa.mail.comcast.net> Content-Type: text/plain; charset=utf-8 I totally understand hiring only experienced people however; I have a question.?? What do you do when you have no one available and the institute you work for will not help with moving expenses or sign on bonuses??? Believe me I know about training OJT today when you are shortstaffed and can't meet salary demands.?? Pam Marcum ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
Re: [Histonet] interview
In the 45 plus years I have been in Histology I seen this many times also. Unfortunately, we are still the unheard of area of the lab. T his is not changing through any of the organizations who are happy to take our money and not help us get out who we are and what we do. I have visited schools for years and talked to young people about Histology, even had them visit the lab. E e are just not as glamorous as some other areas of the lab they see on TV or hear about at school where the med tech programs are pushed that do not include Histology in the cirrculum. Sorry to say we have not had a marketing plan for the field, so the pay is low and the hours long; not to mention the responsibility of having the patient's life in our hands as we prepare the specimens. OJT training is only as good as the time can put in it and in a very busy lab it is not enough even if they have the AS they need to take the test. Pam Marcum - Original Message - From: "joelle weaver" To: mucra...@comcast.net Cc: r...@leicester.ac.uk, "wdesalvo cac" , ga...@unionhospital.org, histonet@lists.utsouthwestern.edu Sent: Wednesday, January 9, 2013 3:29:30 PM Subject: RE: [Histonet] interview Yes, I understand that it can be a difficult situation. I just feel that so long as it continues as it has, we are likely to get the same result. If you have no applicants who are trained or experienced, and you cannot "lure" someone with experience and training by incentives, then I feel you have to really be prepared to commit to the training process and way past the usual "orientation" period. If you only have new entrants then you have to try to select for people who have the basic science and chemistry background to build on, otherwise they will never "get" theory or the "why" because they have not been given the tools for that. They will have real difficulties troubleshooting and problem-solving. All of healthcare needs more problem solvers and innovators, and if we have to build them, so be it I say. A good attitude doesn't hurt either, and caring about what you do, both are very hard to train, but can be strengthened in the right individuals, by positive reinforcement and example. I feel there are no shortcuts here, otherwise you will end up with people with very limited scope and you will fall into what I call the "adding bodies" not capabilities syndrome. Some will know what I mean here. Also you will be doing them a injustice if they decide to go out into the field and into market areas where credential and competency requirements are more strict. They have not be able to do OJT certification for quite some time, (without the college credits), and so I think that you owe them that information about the state of the industry, so they can decide if they want to invest of themselves for the education and training needed.Otherwise their opportunties may become increasingly limited. I also understand the commitment and time involved in training people from "ground zero" from my service as a faculty/clinical instructor and program director in an HT program, and lots of personal time spent training people on the bench in between my "regular" assignments. So I am not without empathy to the energy required, the lack of support that can happen, and other factors. But I also know that all education has ancillary benefits, such as tolerance for others and communication skills that are very useful in any job, and which I choose to believe help make the work of education worthwhile. To help enrich our field, I feel strongly that we need to support the movement towards greater education and professional identity. Hiring supervisors and managers should try to stay as firm as they can on this- that is my opinion only. Overall, I just know from seeing this play out many times, that it will not change if we do not change the way we approach it. Believe me, if I had the power to make this situation better and magically come up with the resources, support and manpower needed to give people the training and opportunity they might deserve, I certainly would do it. Joelle Weaver MAOM, HTL (ASCP) QIHC Date: Wed, 9 Jan 2013 18:37:36 + From: mucra...@comcast.net To: joellewea...@hotmail.com CC: r...@leicester.ac.uk; wdesalvo....@outlook.com; ga...@unionhospital.org; histonet@lists.utsouthwestern.edu Subject: Re: [Histonet] interview I totally understand hiring only experienced people however; I have a question. What do you do when you have no one available and the institute you work for will not help with moving expenses or sign on bonuses? Believe me I know about training OJT today when you are shortstaffed and can't meet salary demands. Pam Marcum From: "joelle weaver" To: r...@leicester.ac.uk, "wdesalvo cac&q
RE: [Histonet] interview
Yes, I understand that it can be a difficult situation. I just feel that so long as it continues as it has, we are likely to get the same result. If you have no applicants who are trained or experienced, and you cannot "lure" someone with experience and training by incentives, then I feel you have to really be prepared to commit to the training process and way past the usual "orientation" period. If you only have new entrants then you have to try to select for people who have the basic science and chemistry background to build on, otherwise they will never "get" theory or the "why" because they have not been given the tools for that. They will have real difficulties troubleshooting and problem-solving. All of healthcare needs more problem solvers and innovators, and if we have to build them, so be it I say. A good attitude doesn't hurt either, and caring about what you do, both are very hard to train, but can be strengthened in the right individuals, by positive reinforcement and example. I feel there are no shortcuts here, otherwise you will end up with people with very limited scope and you will fall into what I call the "adding bodies" not capabilities syndrome. Some will know what I mean here. Also you will be doing them a injustice if they decide to go out into the field and into market areas where credential and competency requirements are more strict. They have not be able to do OJT certification for quite some time, (without the college credits), and so I think that you owe them that information about the state of the industry, so they can decide if they want to invest of themselves for the education and training needed.Otherwise their opportunties may become increasingly limited. I also understand the commitment and time involved in training people from "ground zero" from my service as a faculty/clinical instructor and program director in an HT program, and lots of personal time spent training people on the bench in between my "regular" assignments. So I am not without empathy to the energy required, the lack of support that can happen, and other factors. But I also know that all education has ancillary benefits, such as tolerance for others and communication skills that are very useful in any job, and which I choose to believe help make the work of education worthwhile. To help enrich our field, I feel strongly that we need to support the movement towards greater education and professional identity. Hiring supervisors and managers should try to stay as firm as they can on this- that is my opinion only. Overall, I just know from seeing this play out many times, that it will not change if we do not change the way we approach it. Believe me, if I had the power to make this situation better and magically come up with the resources, support and manpower needed to give people the training and opportunity they might deserve, I certainly would do it. Joelle Weaver MAOM, HTL (ASCP) QIHC Date: Wed, 9 Jan 2013 18:37:36 + From: mucra...@comcast.net To: joellewea...@hotmail.com CC: r...@leicester.ac.uk; wdesalvo@outlook.com; ga...@unionhospital.org; histonet@lists.utsouthwestern.edu Subject: Re: [Histonet] interview I totally understand hiring only experienced people however; I have a question. What do you do when you have no one available and the institute you work for will not help with moving expenses or sign on bonuses? Believe me I know about training OJT today when you are shortstaffed and can't meet salary demands. Pam Marcum From: "joelle weaver" To: r...@leicester.ac.uk, "wdesalvo cac" , ga...@unionhospital.org, histonet@lists.utsouthwestern.edu Sent: Wednesday, January 9, 2013 12:31:04 PM Subject: RE: [Histonet] interview Yes, please interview and hire people with experience and/or training! The situation in histology will never get better otherwise. Joelle Weaver MAOM, HTL (ASCP) QIHC > From: r...@leicester.ac.uk > To: wdesalvo@outlook.com; ga...@unionhospital.org; > histonet@lists.utsouthwestern.edu > Date: Wed, 9 Jan 2013 08:50:43 + > Subject: RE: [Histonet] interview > CC: > > Well if you only pay peanuts you only get > monkeys.. > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of WILLIAM > DESALVO > Sent: 09 January 2013 00:05 > To: Gale Limron; histonet > Subject: RE: [Histonet] interview > > It is difficult to interview individuals that do not have any experience in > the detailed and manual technology of the Histology lab, but you can find the > right individuals to become exceptional Histotechnologists. Although it can > be very time consuming to train individuals, the right indivi
Re: [Histonet] interview
Hi Pam, if there is no one qualified locally i would suggest you look to a temp agency that does have qualified individuals that can provide the skill sets you require. if someone needs to be brought in from outside your area, the agency will certainly charge you per diem in addition to salary plus their agency fee. once you extrapolate all of those costs out over 6 months to a year i expect you will find that you will be able to make a convincing case for paying either a sign on bonus or moving expenses. the other option is to scale the volume down to a point where it is manageable with the resources you have and are able to maintain the same quality. there have been a number of temp agencies that have posted here -- i expect they could be a valuable resource to you. regards, rob --- On Wed, 1/9/13, Pam Marcum wrote: From: Pam Marcum Subject: Re: [Histonet] interview To: "joelle weaver" Cc: histonet@lists.utsouthwestern.edu, ga...@unionhospital.org Date: Wednesday, January 9, 2013, 12:37 PM I totally understand hiring only experienced people however; I have a question. What do you do when you have no one available and the institute you work for will not help with moving expenses or sign on bonuses? Believe me I know about training OJT today when you are shortstaffed and can't meet salary demands. Pam Marcum - Original Message - From: "joelle weaver" To: r...@leicester.ac.uk, "wdesalvo cac" , ga...@unionhospital.org, histonet@lists.utsouthwestern.edu Sent: Wednesday, January 9, 2013 12:31:04 PM Subject: RE: [Histonet] interview Yes, please interview and hire people with experience and/or training! The situation in histology will never get better otherwise. Joelle Weaver MAOM, HTL (ASCP) QIHC > From: r...@leicester.ac.uk > To: wdesalvo@outlook.com; ga...@unionhospital.org; > histonet@lists.utsouthwestern.edu > Date: Wed, 9 Jan 2013 08:50:43 + > Subject: RE: [Histonet] interview > CC: > > Well if you only pay peanuts you only get > monkeys.. > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of WILLIAM > DESALVO > Sent: 09 January 2013 00:05 > To: Gale Limron; histonet > Subject: RE: [Histonet] interview > > It is difficult to interview individuals that do not have any experience in > the detailed and manual technology of the Histology lab, but you can find the > right individuals to become exceptional Histotechnologists. Although it can > be very time consuming to train individuals, the right individual worthy of > all the effort must have the right attitude! If the individuals have the > necessary science background to understand the complex processes used in > Histotechnology and have the right attitude, then lack of aptitude can be > overcome. I have been involved, for several years, in training individuals > with no Histology experienced and have been always rewarded by the > performance of the individuals that wanted to learn and become more than a > embedding or microtomy techie. Histotechnology is so much more than slapping > tissue into a mold or hacking paraffin sections off a block. Everything done > in the Histology lab is directly tied to a patient outcome and quality and precision area must. Make sure the individuals understand how difficult it will be to gain the knowledge and experience necessary to pass the ASCP exam, while only working part-time for 24 months. Find out what type of commitment they are willing to make to better Histotechnology, the patient outcome and themselves before you and your team invest any effort. Above all, the right attitude is the big first step in becoming a competent Histotechnologist that is dedicated and compassionate about improving the patient experience. > > William DeSalvo, B.S., HTL(ASCP) > > Production Manager-Anatomic Pathology > Chair, NSH Quality Management Committee > > Owner/Consultant, Collaborative Advantage Consulting > > > From: ga...@unionhospital.org > > To: histonet@lists.utsouthwestern.edu > > Date: Tue, 8 Jan 2013 13:02:04 -0500 > > Subject: [Histonet] interview > > > > Hello, > > I just found out today I will be doing 2nd interviews for 3 candidates for > > a part time Histology position at our hospital on Friday of this week. > > These candidates are not histotechs but are willing to do online training > > and take ASCP board exam within 24 months. I would appreciate some help > > with what questions to ask. I did not attend the 1st interviews but these > > were done by our lab manager who does not know a lot about what we do I > > histology. &
Re: [Histonet] interview
I totally understand hiring only experienced people however; I have a question. What do you do when you have no one available and the institute you work for will not help with moving expenses or sign on bonuses? Believe me I know about training OJT today when you are shortstaffed and can't meet salary demands. Pam Marcum - Original Message - From: "joelle weaver" To: r...@leicester.ac.uk, "wdesalvo cac" , ga...@unionhospital.org, histonet@lists.utsouthwestern.edu Sent: Wednesday, January 9, 2013 12:31:04 PM Subject: RE: [Histonet] interview Yes, please interview and hire people with experience and/or training! The situation in histology will never get better otherwise. Joelle Weaver MAOM, HTL (ASCP) QIHC > From: r...@leicester.ac.uk > To: wdesalvo@outlook.com; ga...@unionhospital.org; > histonet@lists.utsouthwestern.edu > Date: Wed, 9 Jan 2013 08:50:43 + > Subject: RE: [Histonet] interview > CC: > > Well if you only pay peanuts you only get > monkeys.. > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of WILLIAM > DESALVO > Sent: 09 January 2013 00:05 > To: Gale Limron; histonet > Subject: RE: [Histonet] interview > > It is difficult to interview individuals that do not have any experience in > the detailed and manual technology of the Histology lab, but you can find the > right individuals to become exceptional Histotechnologists. Although it can > be very time consuming to train individuals, the right individual worthy of > all the effort must have the right attitude! If the individuals have the > necessary science background to understand the complex processes used in > Histotechnology and have the right attitude, then lack of aptitude can be > overcome. I have been involved, for several years, in training individuals > with no Histology experienced and have been always rewarded by the > performance of the individuals that wanted to learn and become more than a > embedding or microtomy techie. Histotechnology is so much more than slapping > tissue into a mold or hacking paraffin sections off a block. Everything done > in the Histology lab is directly tied to a patient outcome and quality and > precision area must. Make sure the individuals understand how difficult it > will be to gain the knowledge and experience necessary to pass the ASCP exam, > while only working part-time for 24 months. Find out what type of commitment > they are willing to make to better Histotechnology, the patient outcome and > themselves before you and your team invest any effort. Above all, the right > attitude is the big first step in becoming a competent Histotechnologist that > is dedicated and compassionate about improving the patient experience. > > William DeSalvo, B.S., HTL(ASCP) > > Production Manager-Anatomic Pathology > Chair, NSH Quality Management Committee > > Owner/Consultant, Collaborative Advantage Consulting > > > From: ga...@unionhospital.org > > To: histonet@lists.utsouthwestern.edu > > Date: Tue, 8 Jan 2013 13:02:04 -0500 > > Subject: [Histonet] interview > > > > Hello, > > I just found out today I will be doing 2nd interviews for 3 candidates for > > a part time Histology position at our hospital on Friday of this week. > > These candidates are not histotechs but are willing to do online training > > and take ASCP board exam within 24 months. I would appreciate some help > > with what questions to ask. I did not attend the 1st interviews but these > > were done by our lab manager who does not know a lot about what we do I > > histology. > > Thank you! > > > > Gale Limron CT,HT (ASCP) > > Histology Supervisor > > Union Hospital > > 659 Boulevard > > Dover, Ohio 44622 > > 330-343-3311 ext 2562 > > > > > > > > This e-mail is intended only for the person or entity to which it is > > addressed and may contain information that is privileged, confidential or > > otherwise protected from disclosure. Dissemination, distribution or copying > > of this e-mail or the information herein by anyone other than the intended > > recipient, or an employee or agent responsible for delivering the message > > to the intended recipient, is prohibited. If you received this message in > > error, please delete without copying and kindly e-mail a reply to inform us > > of the mistake in delivery.___ > > Histonet mailing list > > Histonet@lists.utsouthwestern.ed
RE: [Histonet] interview
Yes, please interview and hire people with experience and/or training! The situation in histology will never get better otherwise. Joelle Weaver MAOM, HTL (ASCP) QIHC > From: r...@leicester.ac.uk > To: wdesalvo@outlook.com; ga...@unionhospital.org; > histonet@lists.utsouthwestern.edu > Date: Wed, 9 Jan 2013 08:50:43 + > Subject: RE: [Histonet] interview > CC: > > Well if you only pay peanuts you only get > monkeys.. > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of WILLIAM > DESALVO > Sent: 09 January 2013 00:05 > To: Gale Limron; histonet > Subject: RE: [Histonet] interview > > It is difficult to interview individuals that do not have any experience in > the detailed and manual technology of the Histology lab, but you can find the > right individuals to become exceptional Histotechnologists. Although it can > be very time consuming to train individuals, the right individual worthy of > all the effort must have the right attitude! If the individuals have the > necessary science background to understand the complex processes used in > Histotechnology and have the right attitude, then lack of aptitude can be > overcome. I have been involved, for several years, in training individuals > with no Histology experienced and have been always rewarded by the > performance of the individuals that wanted to learn and become more than a > embedding or microtomy techie. Histotechnology is so much more than slapping > tissue into a mold or hacking paraffin sections off a block. Everything done > in the Histology lab is directly tied to a patient outcome and quality and > precision area must. Make sure the individuals understand how difficult it > will be to gain the knowledge and experience necessary to pass the ASCP exam, > while only working part-time for 24 months. Find out what type of commitment > they are willing to make to better Histotechnology, the patient outcome and > themselves before you and your team invest any effort. Above all, the right > attitude is the big first step in becoming a competent Histotechnologist that > is dedicated and compassionate about improving the patient experience. > > William DeSalvo, B.S., HTL(ASCP) > > Production Manager-Anatomic Pathology > Chair, NSH Quality Management Committee > > Owner/Consultant, Collaborative Advantage Consulting > > > From: ga...@unionhospital.org > > To: histonet@lists.utsouthwestern.edu > > Date: Tue, 8 Jan 2013 13:02:04 -0500 > > Subject: [Histonet] interview > > > > Hello, > > I just found out today I will be doing 2nd interviews for 3 candidates for > > a part time Histology position at our hospital on Friday of this week. > > These candidates are not histotechs but are willing to do online training > > and take ASCP board exam within 24 months. I would appreciate some help > > with what questions to ask. I did not attend the 1st interviews but these > > were done by our lab manager who does not know a lot about what we do I > > histology. > > Thank you! > > > > Gale Limron CT,HT (ASCP) > > Histology Supervisor > > Union Hospital > > 659 Boulevard > > Dover, Ohio 44622 > > 330-343-3311 ext 2562 > > > > > > > > This e-mail is intended only for the person or entity to which it is > > addressed and may contain information that is privileged, confidential or > > otherwise protected from disclosure. Dissemination, distribution or copying > > of this e-mail or the information herein by anyone other than the intended > > recipient, or an employee or agent responsible for delivering the message > > to the intended recipient, is prohibited. If you received this message in > > error, please delete without copying and kindly e-mail a reply to inform us > > of the mistake in delivery.___ > > Histonet mailing list > > Histonet@lists.utsouthwestern.edu > > http://lists.utsouthwestern.edu/mailman/listinfo/histonet > > ___ > Histonet mailing list > Histonet@lists.utsouthwestern.edu > http://lists.utsouthwestern.edu/mailman/listinfo/histonet > > ___ > Histonet mailing list > Histonet@lists.utsouthwestern.edu > http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
RE: [Histonet] interview
Well if you only pay peanuts you only get monkeys.. -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of WILLIAM DESALVO Sent: 09 January 2013 00:05 To: Gale Limron; histonet Subject: RE: [Histonet] interview It is difficult to interview individuals that do not have any experience in the detailed and manual technology of the Histology lab, but you can find the right individuals to become exceptional Histotechnologists. Although it can be very time consuming to train individuals, the right individual worthy of all the effort must have the right attitude! If the individuals have the necessary science background to understand the complex processes used in Histotechnology and have the right attitude, then lack of aptitude can be overcome. I have been involved, for several years, in training individuals with no Histology experienced and have been always rewarded by the performance of the individuals that wanted to learn and become more than a embedding or microtomy techie. Histotechnology is so much more than slapping tissue into a mold or hacking paraffin sections off a block. Everything done in the Histology lab is directly tied to a patient outcome and quality and precision area must. Make sure the individuals understand how difficult it will be to gain the knowledge and experience necessary to pass the ASCP exam, while only working part-time for 24 months. Find out what type of commitment they are willing to make to better Histotechnology, the patient outcome and themselves before you and your team invest any effort. Above all, the right attitude is the big first step in becoming a competent Histotechnologist that is dedicated and compassionate about improving the patient experience. William DeSalvo, B.S., HTL(ASCP) Production Manager-Anatomic Pathology Chair, NSH Quality Management Committee Owner/Consultant, Collaborative Advantage Consulting > From: ga...@unionhospital.org > To: histonet@lists.utsouthwestern.edu > Date: Tue, 8 Jan 2013 13:02:04 -0500 > Subject: [Histonet] interview > > Hello, > I just found out today I will be doing 2nd interviews for 3 candidates for a > part time Histology position at our hospital on Friday of this week. These > candidates are not histotechs but are willing to do online training and take > ASCP board exam within 24 months. I would appreciate some help with what > questions to ask. I did not attend the 1st interviews but these were done by > our lab manager who does not know a lot about what we do I > histology. > Thank you! > > Gale Limron CT,HT (ASCP) > Histology Supervisor > Union Hospital > 659 Boulevard > Dover, Ohio 44622 > 330-343-3311 ext 2562 > > > > This e-mail is intended only for the person or entity to which it is > addressed and may contain information that is privileged, confidential or > otherwise protected from disclosure. Dissemination, distribution or copying > of this e-mail or the information herein by anyone other than the intended > recipient, or an employee or agent responsible for delivering the message to > the intended recipient, is prohibited. If you received this message in error, > please delete without copying and kindly e-mail a reply to inform us of the > mistake in delivery.___ > Histonet mailing list > Histonet@lists.utsouthwestern.edu > http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
RE: [Histonet] interview
It is difficult to interview individuals that do not have any experience in the detailed and manual technology of the Histology lab, but you can find the right individuals to become exceptional Histotechnologists. Although it can be very time consuming to train individuals, the right individual worthy of all the effort must have the right attitude! If the individuals have the necessary science background to understand the complex processes used in Histotechnology and have the right attitude, then lack of aptitude can be overcome. I have been involved, for several years, in training individuals with no Histology experienced and have been always rewarded by the performance of the individuals that wanted to learn and become more than a embedding or microtomy techie. Histotechnology is so much more than slapping tissue into a mold or hacking paraffin sections off a block. Everything done in the Histology lab is directly tied to a patient outcome and quality and precision area must. Make sure the individuals understand how difficult it will be to gain the knowledge and experience necessary to pass the ASCP exam, while only working part-time for 24 months. Find out what type of commitment they are willing to make to better Histotechnology, the patient outcome and themselves before you and your team invest any effort. Above all, the right attitude is the big first step in becoming a competent Histotechnologist that is dedicated and compassionate about improving the patient experience. William DeSalvo, B.S., HTL(ASCP) Production Manager-Anatomic Pathology Chair, NSH Quality Management Committee Owner/Consultant, Collaborative Advantage Consulting > From: ga...@unionhospital.org > To: histonet@lists.utsouthwestern.edu > Date: Tue, 8 Jan 2013 13:02:04 -0500 > Subject: [Histonet] interview > > Hello, > I just found out today I will be doing 2nd interviews for 3 candidates for a > part time Histology position at our hospital on Friday of this week. These > candidates are not histotechs but are willing to do online training and take > ASCP board exam within 24 months. I would appreciate some help with what > questions to ask. I did not attend the 1st interviews but these were done by > our lab manager who does not know a lot about what we do I > histology. > Thank you! > > Gale Limron CT,HT (ASCP) > Histology Supervisor > Union Hospital > 659 Boulevard > Dover, Ohio 44622 > 330-343-3311 ext 2562 > > > > This e-mail is intended only for the person or entity to which it is > addressed and may contain information that is privileged, confidential or > otherwise protected from disclosure. Dissemination, distribution or copying > of this e-mail or the information herein by anyone other than the intended > recipient, or an employee or agent responsible for delivering the message to > the intended recipient, is prohibited. If you received this message in error, > please delete without copying and kindly e-mail a reply to inform us of the > mistake in delivery.___ > Histonet mailing list > Histonet@lists.utsouthwestern.edu > http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
Re: [Histonet] interview
Your issue is a tough one because your candidates are not histotechs so I have to assume that they do not know how to cut. In my case I NEVER interviewed anybody for my lab who did not know to cut because I always kept a selection of the worse blocks I could find and 20 of them would have to be cut by the candidates to be evaluated by me for section and H&E staining quality. My question is: why are you trying to hire somebody who does not know anything about histology? An "economics" issue? Trying to pay less for the "histotech" after training? Please remember that you always will "get what you pay for". If that is the case I am at a loss about what to ask them other than previous education level because it will always be more probable to being able to teach somebody with some level of education above and beyond high school. Otherwise you will be replicating what was done about 60 years ago when pathologists used to "select" secretaries, janitorial service personnel or family members or anybody they would want to train on the job and pay the least amount of money after training. So I would go with education level, specially something about chemistry and biology to find out if the candidates would be able to learn the chemistry behind tissue processing and special stains. Prepare a list of questions on these subjects and do not get "blinded by appearances" or "personality" that often have nothing to do with working ethics or learning ability. René J. From: Gale Limron To: "histonet@lists.utsouthwestern.edu" Sent: Tuesday, January 8, 2013 1:02 PM Subject: [Histonet] interview Hello, I just found out today I will be doing 2nd interviews for 3 candidates for a part time Histology position at our hospital on Friday of this week. These candidates are not histotechs but are willing to do online training and take ASCP board exam within 24 months. I would appreciate some help with what questions to ask. I did not attend the 1st interviews but these were done by our lab manager who does not know a lot about what we do I histology. Thank you! Gale Limron CT,HT (ASCP) Histology Supervisor Union Hospital 659 Boulevard Dover, Ohio 44622 330-343-3311 ext 2562 This e-mail is intended only for the person or entity to which it is addressed and may contain information that is privileged, confidential or otherwise protected from disclosure. Dissemination, distribution or copying of this e-mail or the information herein by anyone other than the intended recipient, or an employee or agent responsible for delivering the message to the intended recipient, is prohibited. If you received this message in error, please delete without copying and kindly e-mail a reply to inform us of the mistake in delivery.___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
[Histonet] interview
Hello, I just found out today I will be doing 2nd interviews for 3 candidates for a part time Histology position at our hospital on Friday of this week. These candidates are not histotechs but are willing to do online training and take ASCP board exam within 24 months. I would appreciate some help with what questions to ask. I did not attend the 1st interviews but these were done by our lab manager who does not know a lot about what we do I histology. Thank you! Gale Limron CT,HT (ASCP) Histology Supervisor Union Hospital 659 Boulevard Dover, Ohio 44622 330-343-3311 ext 2562 This e-mail is intended only for the person or entity to which it is addressed and may contain information that is privileged, confidential or otherwise protected from disclosure. Dissemination, distribution or copying of this e-mail or the information herein by anyone other than the intended recipient, or an employee or agent responsible for delivering the message to the intended recipient, is prohibited. If you received this message in error, please delete without copying and kindly e-mail a reply to inform us of the mistake in delivery.___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
RE: [Histonet] interview cutting-OT-disarmingly long fordeletiondisinterested
Perhaps an issue that hasn't been discussed yet as to why there are so may "posers" out there for histology jobs is that dispite the fact that in relation to other lab areas we get paid less, in these economic times a job in a hospital - anywhere is great pay and often good BENEFITS i.e. health insurance. Not to mention the great job security in Health Care as a whole. Anyone with half a degree in science can look up histology on the internet and think they can do the job (back to the "any monkey can do this argument" - I do NOT subscribe to this way of thinking). All they need to do is research a bit and think they can do the job. Desperate times you know. So for them it is worth a try. Claire From: histonet-boun...@lists.utsouthwestern.edu on behalf of Emily Sours Sent: Tue 1/31/2012 9:30 AM To: histonet@lists.utsouthwestern.edu Subject: Re: [Histonet] interview cutting-OT-disarmingly long fordeletiondisinterested For myself, I can say this: I can give you the best sections you've ever seen on my cryostat. But when I tried to use a cryostat that had disposable blades (in which you have to pick the section up from a completely different angle), I was terrible at first. I think you really need to get a technique down. It takes a few slides to get used to a microtome, at least a frozen one. Maybe with a paraffin microtome it's different because getting the section on the slide isn't about the knife angle and the slide. Either way, if I had to do sectioning on an interview, I would be so nervous, I'd probably do terribly. That said, thank god I have a job (for now!). Emily The whole point of this country is if you want to eat garbage, balloon up to 600 pounds and die of a heart attack at 43, you can! You are free to do so. To me, that's beautiful. --Ron Swanson ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
Re: [Histonet] interview cutting-OT-disarmingly long for deletiondisinterested
For myself, I can say this: I can give you the best sections you've ever seen on my cryostat. But when I tried to use a cryostat that had disposable blades (in which you have to pick the section up from a completely different angle), I was terrible at first. I think you really need to get a technique down. It takes a few slides to get used to a microtome, at least a frozen one. Maybe with a paraffin microtome it's different because getting the section on the slide isn't about the knife angle and the slide. Either way, if I had to do sectioning on an interview, I would be so nervous, I'd probably do terribly. That said, thank god I have a job (for now!). Emily The whole point of this country is if you want to eat garbage, balloon up to 600 pounds and die of a heart attack at 43, you can! You are free to do so. To me, that’s beautiful. --Ron Swanson ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
Re: [Histonet] interview cutting-OT-disarmingly long for deletiondisinterested
Great and fantastically said and to answer your last question in my opinion "No!!". My original point when this started. Ray Seattle - Original Message - From: "WILLIAM DESALVO" To: koelli...@comcast.net, akbitt...@geisinger.edu Cc: "histonet" Sent: Tuesday, January 31, 2012 7:18:17 AM Subject: RE: [Histonet] interview cutting-OT-disarmingly long for deletiondisinterested I have been following the string and I see the issue from a different perspective. I have always found it difficult to find qualified and registered techs and have been training science degreed individuals as bench techs for several years. I think the issue is identifying the proper individual to add to your team. Technical skill is important, but attitude, aptitude, desire and how they will ultimately fit into and what they will add to the team are by far more important. The question that may be better to ask is "How do you cut a section and why do you cut a section?". Just being able to "cut" a section is not necessarily going to give you enough information to decide if the individual really fits into the team, no better yet, fit into your culture. Hiring an individual that does not fit into your lab/company and can fully support and promote the mission, vision and goals, will not help you. Why this is now becoming more of an issue may be due to the fact that with the shortage of techs in Histology, the situation exists where we have close to full employment of all registered and qualified techs. When that situation occurs, there will be more opportunities for less skill qualified individuals to obtain employment. I would not go so far as to call less skillful techs "imposters" or "false", but maybe book smart and not skill smart. Hiring an individual to perform to the quality and productivity standards of the lab requires significant investment of time to train. Now the catch 22 starts, you must invest time to properly add to your team and you do not believe you have time to invest. Once you bring a new member into your team, there is a cycle (training, functionality and competency) that must take place. You must identify were an individual fits into that cycle and how much time will be required to move them to competency. I have seen both skill qualified and non-skill qualified candidates take the same time to reach functionality. Again, I believe attitude is more key than technical skill. Without the proper attitude you will not quickly reach functionality and functionality allows you to gain time. Competency is the end goal, but functionality is the first critical step. To properly move through the cycle you must have a detailed, documented and functional training process. This whole discussion speaks to me that there is a lack of written and documented standardized training (it works for MT's) and to develop standardized training you must have standardized procedures and techniques (you knew I would work this into the discussion). The degree of difficulty of an individual to meet the quality and productivity requirements of the lab depends on the amount of standardization in the lab. Couple a standardized process with attitude and desire and you can quickly develop a new hire into a fully functioning member of the team. I believe that is the real goal and that will help Histotechnology progress. Is attitude, aptitude and desire really exposed when you ask a candidate "can you cut a section"? William DeSalvo, B. S., HTL(ASCP) > Date: Tue, 31 Jan 2012 14:14:54 + > From: koelli...@comcast.net > To: akbitt...@geisinger.edu > Subject: Re: [Histonet] interview cutting-OT-disarmingly long for > deletiondisinterested > CC: histonet@lists.utsouthwestern.edu > > Fascinating... and that gets me back to my original ponderance. Why all the > "false" histotechs? Are there people trying to sneak into flow cytometry who > have never run a flow cytometer or clinical chemistry medtechs who have never > sat in front of an analyzer or cytotechs who don't know an epithelial cell > from a glandular cell. What is the reason that there seems to be so much > trouble now with non-functioning or poorly functioning histotechs or outright > imposters? Maybe there is an answer 2 or 3 levels globally deeper in health > care and society than the simple question of "Can you cut a section at > interview?" > Ray > Seattle > > - Original Message - > From: "Angela Bitting" > To: "Thomas Jasper" , "Kim Donadio" > > Cc: histonet@lists.utsouthwestern.edu > Sent: Tuesday, January 31, 2012 5:36:53 AM > Subject: Re: [Histonet] interview cutting-OT-disarmingly long for > deletiondisinterested > > I've had a temp, who we
RE: [Histonet] interview cutting-OT-disarmingly long for deletiondisinterested
I have been following the string and I see the issue from a different perspective. I have always found it difficult to find qualified and registered techs and have been training science degreed individuals as bench techs for several years. I think the issue is identifying the proper individual to add to your team. Technical skill is important, but attitude, aptitude, desire and how they will ultimately fit into and what they will add to the team are by far more important. The question that may be better to ask is "How do you cut a section and why do you cut a section?". Just being able to "cut" a section is not necessarily going to give you enough information to decide if the individual really fits into the team, no better yet, fit into your culture. Hiring an individual that does not fit into your lab/company and can fully support and promote the mission, vision and goals, will not help you. Why this is now becoming more of an issue may be due to the fact that with the shortage of techs in Histology, the situation exists where we have close to full employment of all registered and qualified techs. When that situation occurs, there will be more opportunities for less skill qualified individuals to obtain employment. I would not go so far as to call less skillful techs "imposters" or "false", but maybe book smart and not skill smart. Hiring an individual to perform to the quality and productivity standards of the lab requires significant investment of time to train. Now the catch 22 starts, you must invest time to properly add to your team and you do not believe you have time to invest. Once you bring a new member into your team, there is a cycle (training, functionality and competency) that must take place. You must identify were an individual fits into that cycle and how much time will be required to move them to competency. I have seen both skill qualified and non-skill qualified candidates take the same time to reach functionality. Again, I believe attitude is more key than technical skill. Without the proper attitude you will not quickly reach functionality and functionality allows you to gain time. Competency is the end goal, but functionality is the first critical step. To properly move through the cycle you must have a detailed, documented and functional training process. This whole discussion speaks to me that there is a lack of written and documented standardized training (it works for MT's) and to develop standardized training you must have standardized procedures and techniques (you knew I would work this into the discussion). The degree of difficulty of an individual to meet the quality and productivity requirements of the lab depends on the amount of standardization in the lab. Couple a standardized process with attitude and desire and you can quickly develop a new hire into a fully functioning member of the team. I believe that is the real goal and that will help Histotechnology progress. Is attitude, aptitude and desire really exposed when you ask a candidate "can you cut a section"? William DeSalvo, B.S., HTL(ASCP) > Date: Tue, 31 Jan 2012 14:14:54 + > From: koelli...@comcast.net > To: akbitt...@geisinger.edu > Subject: Re: [Histonet] interview cutting-OT-disarmingly long for > deletiondisinterested > CC: histonet@lists.utsouthwestern.edu > > Fascinating... and that gets me back to my original ponderance. Why all the > "false" histotechs? Are there people trying to sneak into flow cytometry who > have never run a flow cytometer or clinical chemistry medtechs who have never > sat in front of an analyzer or cytotechs who don't know an epithelial cell > from a glandular cell. What is the reason that there seems to be so much > trouble now with non-functioning or poorly functioning histotechs or outright > imposters? Maybe there is an answer 2 or 3 levels globally deeper in health > care and society than the simple question of "Can you cut a section at > interview?" > Ray > Seattle > > - Original Message - > From: "Angela Bitting" > To: "Thomas Jasper" , "Kim Donadio" > > Cc: histonet@lists.utsouthwestern.edu > Sent: Tuesday, January 31, 2012 5:36:53 AM > Subject: Re: [Histonet] interview cutting-OT-disarmingly long for > deletiondisinterested > > I've had a temp, who we interviewed over the phone, come in and sit down at a > microtome and create the most horrendous slides I've ever seen. He lasted a > week and we sent him back from whence he came. I don't think he was EVER a > Histotech or if he was it was many, many moons ago. Point is.he snowed us > all during the interview. Just thought I'd throw that out there. > > >>> Kim Donadio 1/30/2012 10:0
Re: [Histonet] interview cutting-OT-disarmingly long for deletiondisinterested
Fascinating... and that gets me back to my original ponderance. Why all the "false" histotechs? Are there people trying to sneak into flow cytometry who have never run a flow cytometer or clinical chemistry medtechs who have never sat in front of an analyzer or cytotechs who don't know an epithelial cell from a glandular cell. What is the reason that there seems to be so much trouble now with non-functioning or poorly functioning histotechs or outright imposters? Maybe there is an answer 2 or 3 levels globally deeper in health care and society than the simple question of "Can you cut a section at interview?" Ray Seattle - Original Message - From: "Angela Bitting" To: "Thomas Jasper" , "Kim Donadio" Cc: histonet@lists.utsouthwestern.edu Sent: Tuesday, January 31, 2012 5:36:53 AM Subject: Re: [Histonet] interview cutting-OT-disarmingly long for deletiondisinterested I've had a temp, who we interviewed over the phone, come in and sit down at a microtome and create the most horrendous slides I've ever seen. He lasted a week and we sent him back from whence he came. I don't think he was EVER a Histotech or if he was it was many, many moons ago. Point is.he snowed us all during the interview. Just thought I'd throw that out there. >>> Kim Donadio 1/30/2012 10:01 PM >>> Oh come on. The truth of the matter of why I like to give a manual test to new hires is because people are graduating some Internet programs without the technical skills to function in a lab. Not all. But I've seen a lot. Just saying:) I don't think it should be made a big deal. You take a drivers test to drive. Peoples lives are on the line in each case. Does that a lone mean I don't hire them. Probaly not. I just need to know how much personal investment of my time I am going to need to give .. Runs for her pillow of dreams :). Nite nite Kim Sent from my iPhone On Jan 28, 2012, at 4:25 PM, "Thomas Jasper" wrote: > Ray, > > Took the time to read your post. You make excellent points. Getting at the > gist of your "wannabee" comments. What boggles my mind is - how or why > someone would try to pull something off like that. Sooner or later (hopefully > sooner...like before actually hiring them) the charade will be discovered. > Misrepresenting oneself and false or misleading information given on an > application is generally grounds for dismissal. > > Seems to me this isn't Leonardo di Caprio and "Catch Me If You Can". In the > end you are right about finding ways to determine if an applicant is "legit". > I've come to believe that in the Histology world - if you meet or hear of > someone you don't know...someone you do know...knows them. At least that > seems to be true almost all the time. > > Kind regards, > Tom Jasper > > Thomas Jasper HT (ASCP) BAS > Histology Supervisor > Central Oregon Regional Pathology Services > Bend, OR 97701 > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of > koelli...@comcast.net > Sent: Saturday, January 28, 2012 10:23 AM > To: histonet@lists.utsouthwestern.edu > Subject: [Histonet] interview cutting-OT-disarmingly long for > deletiondisinterested > > > > > > > > > Or as Gayle wisely pointed out it might be interview sectioning to > differentiate those who "cut out" on an interview. > > > While there is no right or wrong to this question, I'm still not convinced > that it is a useful tool for you or HR to just have a routine "can cut > (section) on rotary microtome" check box on application the same as you do > for a "current address" or "reference contact" check box on a form. As I > pointed out in my original stupid reply, willfully breaking my own internal > rule to avoid taking up these gray (not black and white scientific) > discussions, it would depend on the circumstance (unknown person from unknown > parts vs. someone from part of the "histology community" well known). If I > call "x" who I've known for years about an applicant "y" who is applying and > worked with "x" and am told "Oh! "y" worked for us for last 4 years. He/she > along with "z" and "zz" were our 3 who sectioned (#) blocks a day. Devastated > to see him/her go but know they had to move along with husband/wife. Great > cutter and everyone liked him/her". Having him/her sit down to now cut 10 > blocks to see "if they can cut" as a routine question accomplishes WHAT?
Re: [Histonet] interview cutting-OT-disarmingly long for deletiondisinterested
I've had a temp, who we interviewed over the phone, come in and sit down at a microtome and create the most horrendous slides I've ever seen. He lasted a week and we sent him back from whence he came. I don't think he was EVER a Histotech or if he was it was many, many moons ago. Point is.he snowed us all during the interview. Just thought I'd throw that out there. >>> Kim Donadio 1/30/2012 10:01 PM >>> Oh come on. The truth of the matter of why I like to give a manual test to new hires is because people are graduating some Internet programs without the technical skills to function in a lab. Not all. But I've seen a lot. Just saying:) I don't think it should be made a big deal. You take a drivers test to drive. Peoples lives are on the line in each case. Does that a lone mean I don't hire them. Probaly not. I just need to know how much personal investment of my time I am going to need to give .. Runs for her pillow of dreams :). Nite nite Kim Sent from my iPhone On Jan 28, 2012, at 4:25 PM, "Thomas Jasper" wrote: > Ray, > > Took the time to read your post. You make excellent points. Getting at the > gist of your "wannabee" comments. What boggles my mind is - how or why > someone would try to pull something off like that. Sooner or later > (hopefully sooner...like before actually hiring them) the charade will be > discovered. Misrepresenting oneself and false or misleading information > given on an application is generally grounds for dismissal. > > Seems to me this isn't Leonardo di Caprio and "Catch Me If You Can". In the > end you are right about finding ways to determine if an applicant is "legit". > I've come to believe that in the Histology world - if you meet or hear of > someone you don't know...someone you do know...knows them. At least that > seems to be true almost all the time. > > Kind regards, > Tom Jasper > > Thomas Jasper HT (ASCP) BAS > Histology Supervisor > Central Oregon Regional Pathology Services > Bend, OR 97701 > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of > koelli...@comcast.net > Sent: Saturday, January 28, 2012 10:23 AM > To: histonet@lists.utsouthwestern.edu > Subject: [Histonet] interview cutting-OT-disarmingly long for > deletiondisinterested > > > > > > > > > Or as Gayle wisely pointed out it might be interview sectioning to > differentiate those who "cut out" on an interview. > > > While there is no right or wrong to this question, I'm still not convinced > that it is a useful tool for you or HR to just have a routine "can cut > (section) on rotary microtome" check box on application the same as you do > for a "current address" or "reference contact" check box on a form. As I > pointed out in my original stupid reply, willfully breaking my own internal > rule to avoid taking up these gray (not black and white scientific) > discussions, it would depend on the circumstance (unknown person from unknown > parts vs. someone from part of the "histology community" well known). If I > call "x" who I've known for years about an applicant "y" who is applying and > worked with "x" and am told "Oh! "y" worked for us for last 4 years. He/she > along with "z" and "zz" were our 3 who sectioned (#) blocks a day. Devastated > to see him/her go but know they had to move along with husband/wife. Great > cutter and everyone liked him/her". Having him/her sit down to now cut 10 > blocks to see "if they can cut" as a routine question accomplishes WHAT?" If > someone mysterious with no background walked in, sure have them cut although > there have been numerous fantastic options already posted how to weed them > out prior to sectioning a finger off. A (purposely) mis-processed block with > tissue now shrunken in from block face and a question of "we need a recut, > what would you do for this block" will let you know in about 2 seconds > whether or not this is a histotech impostor. Or looking at a blandly stained, > necrotic section under microscope and asking "interpret this section" will > tell you something of who or what this person is. Personally, I'd far rather > have a person who is energetic, scientifically and intellectually confident > and talented, personable, works well within the "symphony" of histology and > cuts 8 blocks and leaves a few wrinkles in this new environment set-up than a > (female or mal
Re: [Histonet] interview cutting-OT-disarmingly long for deletiondisinterested
Oh come on. The truth of the matter of why I like to give a manual test to new hires is because people are graduating some Internet programs without the technical skills to function in a lab. Not all. But I've seen a lot. Just saying:) I don't think it should be made a big deal. You take a drivers test to drive. Peoples lives are on the line in each case. Does that a lone mean I don't hire them. Probaly not. I just need to know how much personal investment of my time I am going to need to give .. Runs for her pillow of dreams :). Nite nite Kim Sent from my iPhone On Jan 28, 2012, at 4:25 PM, "Thomas Jasper" wrote: > Ray, > > Took the time to read your post. You make excellent points. Getting at the > gist of your "wannabee" comments. What boggles my mind is - how or why > someone would try to pull something off like that. Sooner or later > (hopefully sooner...like before actually hiring them) the charade will be > discovered. Misrepresenting oneself and false or misleading information > given on an application is generally grounds for dismissal. > > Seems to me this isn't Leonardo di Caprio and "Catch Me If You Can". In the > end you are right about finding ways to determine if an applicant is "legit". > I've come to believe that in the Histology world - if you meet or hear of > someone you don't know...someone you do know...knows them. At least that > seems to be true almost all the time. > > Kind regards, > Tom Jasper > > Thomas Jasper HT (ASCP) BAS > Histology Supervisor > Central Oregon Regional Pathology Services > Bend, OR 97701 > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of > koelli...@comcast.net > Sent: Saturday, January 28, 2012 10:23 AM > To: histonet@lists.utsouthwestern.edu > Subject: [Histonet] interview cutting-OT-disarmingly long for > deletiondisinterested > > > > > > > > > Or as Gayle wisely pointed out it might be interview sectioning to > differentiate those who "cut out" on an interview. > > > While there is no right or wrong to this question, I'm still not convinced > that it is a useful tool for you or HR to just have a routine "can cut > (section) on rotary microtome" check box on application the same as you do > for a "current address" or "reference contact" check box on a form. As I > pointed out in my original stupid reply, willfully breaking my own internal > rule to avoid taking up these gray (not black and white scientific) > discussions, it would depend on the circumstance (unknown person from unknown > parts vs. someone from part of the "histology community" well known). If I > call "x" who I've known for years about an applicant "y" who is applying and > worked with "x" and am told "Oh! "y" worked for us for last 4 years. He/she > along with "z" and "zz" were our 3 who sectioned (#) blocks a day. Devastated > to see him/her go but know they had to move along with husband/wife. Great > cutter and everyone liked him/her". Having him/her sit down to now cut 10 > blocks to see "if they can cut" as a routine question accomplishes WHAT?" If > someone mysterious with no background walked in, sure have them cut although > there have been numerous fantastic options already posted how to weed them > out prior to sectioning a finger off. A (purposely) mis-processed block with > tissue now shrunken in from block face and a question of "we need a recut, > what would you do for this block" will let you know in about 2 seconds > whether or not this is a histotech impostor. Or looking at a blandly stained, > necrotic section under microscope and asking "interpret this section" will > tell you something of who or what this person is. Personally, I'd far rather > have a person who is energetic, scientifically and intellectually confident > and talented, personable, works well within the "symphony" of histology and > cuts 8 blocks and leaves a few wrinkles in this new environment set-up than a > (female or male) diva who cuts 10 perfect blocks but who has that nearly > imperceptible tint of not a complete team player or dubious personality. A > routine check box "can cut" I think is just a waste of time and resources > unless a particular circumstance warrants it. > > > Someone asked "would you hire a secretary without a wpm typing test". > Absolutely, beyond any doubt. If the transcriptionist next door wants a
Re: [Histonet] interview cutting-OT-disarmingly long for deletion disinterested
Lynn, Perhaps the most provocative and ingenious idea yet. Have your "competency to cut" with you; like many other files, a drivers license or others for example, follow you through (working histology) life. Excellent! Ray Seattle, WA - Original Message - From: "Lynn Dike" To: koelli...@comcast.net Sent: Saturday, January 28, 2012 5:36:58 PM Subject: RE: [Histonet] interview cutting-OT-disarmingly long for deletion disinterested I find it amazing that there is so much controversy over having a potential new hire cut during an interview. I agree with all the comments for and against. But because of CAP regulations all of us techs have to do competencies each year to prove we can use a microtome, cut a slide and stain it...also have to prove we can embed and fill a water bath. Many of us have been doing it for 30+ years and have been cutting slides which our Doctors are looking at and making diagnosis's from every dayand yet we have to have someone watch to see if we can line up a block, shave it, cut it, lay out a ribbon and pick up a section on a correctly numbered slide. Experienced techs have to do it every year and should have it in their employee file. Why not just bring a copy of the signed competencies and save the time of doing it at the interview. Lynn > Date: Sat, 28 Jan 2012 18:22:35 + > From: koelli...@comcast.net > To: histonet@lists.utsouthwestern.edu > Subject: [Histonet] interview cutting-OT-disarmingly long for deletion > disinterested > > > > > > > > > Or as Gayle wisely pointed out it might be interview sectioning to > differentiate those who "cut out" on an interview. > > > While there is no right or wrong to this question, I'm still not convinced > that it is a useful tool for you or HR to just have a routine "can cut > (section) on rotary microtome" check box on application the same as you do > for a "current address" or "reference contact" check box on a form. As I > pointed out in my original stupid reply, willfully breaking my own internal > rule to avoid taking up these gray (not black and white scientific) > discussions, it would depend on the circumstance (unknown person from unknown > parts vs. someone from part of the "histology community" well known). If I > call "x" who I've known for years about an applicant "y" who is applying and > worked with "x" and am told "Oh! "y" worked for us for last 4 years. He/she > along with "z" and "zz" were our 3 who sectioned (#) blocks a day. Devastated > to see him/her go but know they had to move along with husband/wife. Great > cutter and everyone liked him/her". Having him/her sit down to now cut 10 > blocks to see "if they can cut" as a routine question accomplishes WHAT?" If > someone mysterious with no background walked in, sure have them cut although > there have been numerous fantastic options already posted how to weed them > out prior to sectioning a finger off. A (purposely) mis-processed block with > tissue now shrunken in from block face and a question of "we need a recut, > what would you do for this block" will let you know in about 2 seconds > whether or not this is a histotech impostor. Or looking at a blandly stained, > necrotic section under microscope and asking "interpret this section" will > tell you something of who or what this person is. Personally, I'd far rather > have a person who is energetic, scientifically and intellectually confident > and talented, personable, works well within the "symphony" of histology and > cuts 8 blocks and leaves a few wrinkles in this new environment set-up than a > (female or male) diva who cuts 10 perfect blocks but who has that nearly > imperceptible tint of not a complete team player or dubious personality. A > routine check box "can cut" I think is just a waste of time and resources > unless a particular circumstance warrants it. > > > Someone asked "would you hire a secretary without a wpm typing test". > Absolutely, beyond any doubt. If the transcriptionist next door wants a > secretary position and routinely types 3 times faster than is required as a > secretary; why a wpm test? If I call someone I know across state where this > applicant worked for last 10 years and "she's an immaculate and fast typist > beyond anything we've ever had and so sorry she had to move", I'd rather then > concentrate on more esoteric matrices than wpm. If he/she was a secretary 25 > years ago and has been a house-husband or house-wife for 25 years and > starting back
RE: [Histonet] interview cutting-OT-disarmingly long for deletiondisinterested
Ray, Took the time to read your post. You make excellent points. Getting at the gist of your "wannabee" comments. What boggles my mind is - how or why someone would try to pull something off like that. Sooner or later (hopefully sooner...like before actually hiring them) the charade will be discovered. Misrepresenting oneself and false or misleading information given on an application is generally grounds for dismissal. Seems to me this isn't Leonardo di Caprio and "Catch Me If You Can". In the end you are right about finding ways to determine if an applicant is "legit". I've come to believe that in the Histology world - if you meet or hear of someone you don't know...someone you do know...knows them. At least that seems to be true almost all the time. Kind regards, Tom Jasper Thomas Jasper HT (ASCP) BAS Histology Supervisor Central Oregon Regional Pathology Services Bend, OR 97701 -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of koelli...@comcast.net Sent: Saturday, January 28, 2012 10:23 AM To: histonet@lists.utsouthwestern.edu Subject: [Histonet] interview cutting-OT-disarmingly long for deletiondisinterested Or as Gayle wisely pointed out it might be interview sectioning to differentiate those who "cut out" on an interview. While there is no right or wrong to this question, I'm still not convinced that it is a useful tool for you or HR to just have a routine "can cut (section) on rotary microtome" check box on application the same as you do for a "current address" or "reference contact" check box on a form. As I pointed out in my original stupid reply, willfully breaking my own internal rule to avoid taking up these gray (not black and white scientific) discussions, it would depend on the circumstance (unknown person from unknown parts vs. someone from part of the "histology community" well known). If I call "x" who I've known for years about an applicant "y" who is applying and worked with "x" and am told "Oh! "y" worked for us for last 4 years. He/she along with "z" and "zz" were our 3 who sectioned (#) blocks a day. Devastated to see him/her go but know they had to move along with husband/wife. Great cutter and everyone liked him/her". Having him/her sit down to now cut 10 blocks to see "if they can cut" as a routine question accomplishes WHAT?" If someone mysterious with no background walked in, sure have them cut although there have been numerous fantastic options already posted how to weed them out prior to sectioning a finger off. A (purposely) mis-processed block with tissue now shrunken in from block face and a question of "we need a recut, what would you do for this block" will let you know in about 2 seconds whether or not this is a histotech impostor. Or looking at a blandly stained, necrotic section under microscope and asking "interpret this section" will tell you something of who or what this person is. Personally, I'd far rather have a person who is energetic, scientifically and intellectually confident and talented, personable, works well within the "symphony" of histology and cuts 8 blocks and leaves a few wrinkles in this new environment set-up than a (female or male) diva who cuts 10 perfect blocks but who has that nearly imperceptible tint of not a complete team player or dubious personality. A routine check box "can cut" I think is just a waste of time and resources unless a particular circumstance warrants it. Someone asked "would you hire a secretary without a wpm typing test". Absolutely, beyond any doubt. If the transcriptionist next door wants a secretary position and routinely types 3 times faster than is required as a secretary; why a wpm test? If I call someone I know across state where this applicant worked for last 10 years and "she's an immaculate and fast typist beyond anything we've ever had and so sorry she had to move", I'd rather then concentrate on more esoteric matrices than wpm. If he/she was a secretary 25 years ago and has been a house-husband or house-wife for 25 years and starting back now or if someone walks in off the street to apply then beyond any doubt; they take a typing test. Someone pointed out that all musicians play their instrument in application to test for the orchestra. Of course but for a completely different reason. You could give an "oral test" to 1,000 musicians of which 999 would know how to transpose 3 pitches up by 7 semi-tones or define a diatonic scale or identify the composer if listening to an excerpt from the Overture-Midsummers Night Dream. That's not what the interviewee is l
[Histonet] interview cutting-OT-disarmingly long for deletion disinterested
Or as Gayle wisely pointed out it might be interview sectioning to differentiate those who "cut out" on an interview. While there is no right or wrong to this question, I'm still not convinced that it is a useful tool for you or HR to just have a routine "can cut (section) on rotary microtome" check box on application the same as you do for a "current address" or "reference contact" check box on a form. As I pointed out in my original stupid reply, willfully breaking my own internal rule to avoid taking up these gray (not black and white scientific) discussions, it would depend on the circumstance (unknown person from unknown parts vs. someone from part of the "histology community" well known). If I call "x" who I've known for years about an applicant "y" who is applying and worked with "x" and am told "Oh! "y" worked for us for last 4 years. He/she along with "z" and "zz" were our 3 who sectioned (#) blocks a day. Devastated to see him/her go but know they had to move along with husband/wife. Great cutter and everyone liked him/her". Having him/her sit down to now cut 10 blocks to see "if they can cut" as a routine question accomplishes WHAT?" If someone mysterious with no background walked in, sure have them cut although there have been numerous fantastic options already posted how to weed them out prior to sectioning a finger off. A (purposely) mis-processed block with tissue now shrunken in from block face and a question of "we need a recut, what would you do for this block" will let you know in about 2 seconds whether or not this is a histotech impostor. Or looking at a blandly stained, necrotic section under microscope and asking "interpret this section" will tell you something of who or what this person is. Personally, I'd far rather have a person who is energetic, scientifically and intellectually confident and talented, personable, works well within the "symphony" of histology and cuts 8 blocks and leaves a few wrinkles in this new environment set-up than a (female or male) diva who cuts 10 perfect blocks but who has that nearly imperceptible tint of not a complete team player or dubious personality. A routine check box "can cut" I think is just a waste of time and resources unless a particular circumstance warrants it. Someone asked "would you hire a secretary without a wpm typing test". Absolutely, beyond any doubt. If the transcriptionist next door wants a secretary position and routinely types 3 times faster than is required as a secretary; why a wpm test? If I call someone I know across state where this applicant worked for last 10 years and "she's an immaculate and fast typist beyond anything we've ever had and so sorry she had to move", I'd rather then concentrate on more esoteric matrices than wpm. If he/she was a secretary 25 years ago and has been a house-husband or house-wife for 25 years and starting back now or if someone walks in off the street to apply then beyond any doubt; they take a typing test. Someone pointed out that all musicians play their instrument in application to test for the orchestra. Of course but for a completely different reason. You could give an "oral test" to 1,000 musicians of which 999 would know how to transpose 3 pitches up by 7 semi-tones or define a diatonic scale or identify the composer if listening to an excerpt from the Overture-Midsummers Night Dream. That's not what the interviewee is looking for. They are looking for the ONE in 1,000 who has the exact pitch, timbre, affannato, vibrato, arioso and legato from their specific instrument that only that particular person's instrument and ability possesses. Only a finely trained ear (the conductor) has that God-given ability of relative/perfect pitch or undefinable gift to identify that one instrument and one ability to fit into the total music experience. And there is only one way to find out; have him or her play. Totally different scenario than in a histology lab unless the object is to see how well the speed and noise of one person's cutting blends in with the symphony of 75 other microtomes being used in the lab at the same time. Then you start to ponder, as did a fine mind out there who understood the butterfly comment, if a current 30-year superstar of histology walked into a lab looking for a histology job, would they take a cutting ( sectioning?) test? If Yo-Yo Ma or James Galway or Itzhak Perlman or John Cerminaro had ever walked in to "test" for an orchestral position, surely they wouldn't be tested just to see if "can they play" a cello or flute or violin or French Horn or even how well they play on that particular day in that particular environment. Maybe what I'm mis-understanding is that apparently there are A LOT of histology wannabees, walking in off the street trying to "sneak into histology"? and if so that seems like there should be some manner of response to that situation although not sure what it is.
Re: [Histonet] Interview Questions
I would appreciate that Tony - Original Message - From: "Tony Henwood (SCHN)" To: "'Joe Nocito'" ; "joelle weaver" ; ; ; ; "Histonet" Sent: Thursday, January 26, 2012 3:39 PM Subject: RE: [Histonet] Interview Questions Joe, I would never wear a denim miniskirt! Regards Tony Henwood JP, MSc, BAppSc, GradDipSysAnalys, CT(ASC), FFSc(RCPA) Laboratory Manager & Senior Scientist Tel: 612 9845 3306 Fax: 612 9845 3318 the children's hospital at westmead Cnr Hawkesbury Road and Hainsworth Street, Westmead Locked Bag 4001, Westmead NSW 2145, AUSTRALIA -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Joe Nocito Sent: Thursday, 26 January 2012 11:14 AM To: joelle weaver; trathbo...@somerset-healthcare.com; billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; Histonet Subject: Re: [Histonet] Interview Questions I used to give a 10 question test on general histology. I also had the expected answers written down and on my copy. Was accused once of being a racist. What saved me was having the answers in front of me. The person didn't get one answer correct. I had a couple of embedding questions, some cutting, special stains, immunos and some QC questions. I gave the interviewee the test while I was reviewing their resume. I would also see what their facial expressions were too. I had one person tell me they didn't do specials or immunos and didn't like embedding either. When I asked if they liked filing blocks and slides, they really would rather have a lab aide do it. This person didn't have to finish the test. Too make matters worse, she wore a denim miniskirt to boot. Just my three cents Joe - Original Message - From: "joelle weaver" To: ; ; ; "Histonet" Sent: Wednesday, January 25, 2012 12:02 PM Subject: RE: [Histonet] Interview Questions Love this! I always want to do demonstration during technical interviews, but usually get "shot down" from managers and argued with in general, as in people don't feel that they should have to "prove" they can do histology. This perception, I never got, because I always saw it as in a job interview-in what other situation are you more trying to "prove" or impress with your knowledge, attitude, skills and experience? If you do bench work, you can tell in just a few minutes of observation much more information than you could get with quite a few questions. To be fair, I take into account nervousness, being closely observed, and lack of familiarity with equipment etc. I don't know, I think its fair if those are important skills to the position/role. Was not sure if Sara's job was mostly technical though, so thought I might keep it general. Joelle Weaver MAOM, (HTL) ASCP http://www.linkedin.com/in/joelleweaver > From: trathbo...@somerset-healthcare.com To: billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; histonet@lists.utsouthwestern.edu Date: Wed, 25 Jan 2012 17:47:01 + Subject: RE: [Histonet] Interview Questions CC: If your replacement will be doing actual histology, will your institution permit the applicant to embed and cut? Can you sit down at a multi-head scope and review slides with them? What will the person be responsible for? Do they have experience with all of these tasks? What would they do in a crisis situation (you can make up one yourself that would be plausible). People who volunteer in their personal lives, may do the same at work. Ask how they juggle their schedule though, if there is a lot going on in their personal lives. Be careful with how you ask these questions though. Your HR department should be able to give you guidance in how to phrase things. Good luck. -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of O'Donnell, Bill Sent: Wednesday, January 25, 2012 12:19 PM To: Breeden, Sara; histonet@lists.utsouthwestern.edu Subject: RE: [Histonet] Interview Questions It would seem that questions like "How do you feel about cannibalism?" might also be out but might be far more helpful; than "phone" questions. On the serious side, when I was much younger I hired a person who was able to answer all the right "histo" questions and so I hired him. He turned out to be a poser, who, shortly after I fired him showed up at a local university with a lab coat that listed him as "Dr." He had indeed worked in a histo lab, but as a lab assistant, and so the the understanding of what a histologist does was well rehearsed. (BTW, it topok me about two weeks to catch on, though the more experienced techs in the department figured it out almost right away) To be fair, it was during a time in hiring history when HR departments we
RE: [Histonet] Interview Questions
Joe, I would never wear a denim miniskirt! Regards Tony Henwood JP, MSc, BAppSc, GradDipSysAnalys, CT(ASC), FFSc(RCPA) Laboratory Manager & Senior Scientist Tel: 612 9845 3306 Fax: 612 9845 3318 the children's hospital at westmead Cnr Hawkesbury Road and Hainsworth Street, Westmead Locked Bag 4001, Westmead NSW 2145, AUSTRALIA -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Joe Nocito Sent: Thursday, 26 January 2012 11:14 AM To: joelle weaver; trathbo...@somerset-healthcare.com; billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; Histonet Subject: Re: [Histonet] Interview Questions I used to give a 10 question test on general histology. I also had the expected answers written down and on my copy. Was accused once of being a racist. What saved me was having the answers in front of me. The person didn't get one answer correct. I had a couple of embedding questions, some cutting, special stains, immunos and some QC questions. I gave the interviewee the test while I was reviewing their resume. I would also see what their facial expressions were too. I had one person tell me they didn't do specials or immunos and didn't like embedding either. When I asked if they liked filing blocks and slides, they really would rather have a lab aide do it. This person didn't have to finish the test. Too make matters worse, she wore a denim miniskirt to boot. Just my three cents Joe - Original Message - From: "joelle weaver" To: ; ; ; "Histonet" Sent: Wednesday, January 25, 2012 12:02 PM Subject: RE: [Histonet] Interview Questions Love this! I always want to do demonstration during technical interviews, but usually get "shot down" from managers and argued with in general, as in people don't feel that they should have to "prove" they can do histology. This perception, I never got, because I always saw it as in a job interview-in what other situation are you more trying to "prove" or impress with your knowledge, attitude, skills and experience? If you do bench work, you can tell in just a few minutes of observation much more information than you could get with quite a few questions. To be fair, I take into account nervousness, being closely observed, and lack of familiarity with equipment etc. I don't know, I think its fair if those are important skills to the position/role. Was not sure if Sara's job was mostly technical though, so thought I might keep it general. Joelle Weaver MAOM, (HTL) ASCP http://www.linkedin.com/in/joelleweaver > From: trathbo...@somerset-healthcare.com > To: billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; > histonet@lists.utsouthwestern.edu > Date: Wed, 25 Jan 2012 17:47:01 + > Subject: RE: [Histonet] Interview Questions > CC: > > If your replacement will be doing actual histology, will your > institution permit the applicant to embed and cut? Can you sit down at > a multi-head scope and review slides with them? > What will the person be responsible for? Do they have experience with > all of these tasks? What would they do in a crisis situation (you can > make up one yourself that would be plausible). > People who volunteer in their personal lives, may do the same at work. > Ask how they juggle their schedule though, if there is a lot going on > in their personal lives. Be careful with how you ask these questions > though. Your HR department should be able to give you guidance in how to > phrase things. > Good luck. > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of > O'Donnell, Bill > Sent: Wednesday, January 25, 2012 12:19 PM > To: Breeden, Sara; histonet@lists.utsouthwestern.edu > Subject: RE: [Histonet] Interview Questions > > It would seem that questions like "How do you feel about cannibalism?" > might also be out but might be far more helpful; than "phone" questions. > > > On the serious side, when I was much younger I hired a person who was > able to answer all the right "histo" questions and so I hired him. He > turned out to be a poser, who, shortly after I fired him showed up at > a local university with a lab coat that listed him as "Dr." He had > indeed worked in a histo lab, but as a lab assistant, and so the the > understanding of what a histologist does was well rehearsed. (BTW, it > topok me about two weeks to catch on, though the more experienced > techs in the department figured it out almost right away) > > To be fair, it was during a time in hiring history when HR departments > were not willing to give useful reference data and there were only a
RE: [Histonet] Interview Questions
I wish there was a "like" icon to click for this response! LOL!! Seriously though, I know there is a need for the questions and I believe it doesn't hurt for a person to ask to 'show their skills'. Histology is a specialized field and it takes 'special' people to get the job done. Just my 2 cents. -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Louise Renton Sent: Thursday, January 26, 2012 1:08 AM To: Histonet Subject: Re: [Histonet] Interview Questions My most hated question in interviews is "where do you see yourself in 5 years?"answer - in your job asking stupid questions! On Thu, Jan 26, 2012 at 5:48 AM, wrote: > Not upset in the least. Just posting my own questions and doubts > within the parameters of the situation. When the Chinese philosopher > who fell asleep under a tree and dreamt he was a butterfly and then > spent the rest of his life "asking" if he was a human who fell asleep > under a tree and dreamt he was a butterfly or was really a butterfly > dreaming he was a human who fell asleep under a tree who? > Wouldn't say he at all took offense to the situation; pondering, reflecting > and just asking a question. > > > Ray > Seattle > Sent from my Bedroom Wireless Laptop > > - Original Message - > From: "joelle weaver" > To: koelli...@comcast.net > Sent: Wednesday, January 25, 2012 7:26:37 PM > Subject: Re: [Histonet] Interview Questions > > Well I am sorry that you took such offense, but some jobs do have say > words/minute typing for example. I guess the variation in qualified > individuals leads me to not be upset to be asked to demonstrate tasks > within the assigned duties. I think maybe you have simplifed a bit > too. I think all those professions,such as attorneys have to do much > more than you indicate_sorry this upset you Sent from my Verizon > Wireless BlackBerry > > -Original Message- > From: koelli...@comcast.net > Date: Thu, 26 Jan 2012 02:59:49 > To: > Cc: ; > ; > ; > Subject: Re: [Histonet] Interview Questions > > This is certainly an interesting thread and I generally hate to get > into these ever but I still can't figure out one thing and never have > over all these years in pathology. What other endeavor in life and job > seeking is an on-the-spot demo that you can do something required at a job > interview? > Does a lawyer have to go into a courtroom for 5 minutes and show > he/she can say "I object"? Does a sanitation worker have to go round > the block once and show he/she can empty 9 cans in 5 minutes? Does a > doctor need to show he/she can use a stethoscope? Does a bricklayer > have to show he/she can lay 20 bricks in 2 minutes? Or fail the > interview? Does a med tech have to show they can stain 6 tubes with > CD4 and CD 8 and successfully put them on a flow cytometer? Does an > actuary have to show they can really add 100 4-digit numbers on a > calculator without a mistake? Does a grocery bagger boy /girl have to > show they can put x number of items in 3 bags? Does a Pathologist have > to show they know how to turn on a microscope and look through it? > Does a peanut counter have to show they can count peanuts? I just > can't get into my mind the necessity of someone having to cut to show > they can cut? What other profession does this at an interview? Now > certainly you can come up with scenarios where it might be important > to find out. A brand new histotech whose only cut 3 blocks in their > life. A tech from the deepest, darkest nether regions of the earth > where you cannot check on their background. But a tech whose has been > working cutting the last 3 or 7 or 15 years and you've verified with a > previous company that is exactly what they did; how will them cutting > for 10 minutes further stratify them into yes or no categories. If 2 > potential techs cut and one finishes in 9 minutes and one in 10 > minutes, is that a true qualifier or disqualifier of what they can do > cutting? There are a myriad of things I'd love to know and always ask; > personality, job knowledge, wants, desires, needs, ambitions, etc, > etc, etc. My blood pressure skyrockets when I give blood because I > HATE anyone sticking a needle in me. But I have a really needed blood > type. Should nervousness each time disqualify me. This still boggles my mind > about what is being accomplished with cutting during an interview? > > > Ray > Seattle, WA > > > > From: "joelle weaver" > To: trathbo...@somerset-healthcare.com, > billodonn...@cath
Re: [Histonet] Interview Questions
Ask the type of questions that require multiple layers, with explanations and other examples. Give me a time when , and how you handled it? Why? What else do you think you could have done? Why? What was the outcome? Were you satisfied with it? Why? Can you give me another example? Ask at least three "deeper" questions on each topic. Most people have a "prepared" answer. You want to get to the "have to really think about it" level, where you might find out what they really think. Don't accept a one sentence answer. Give long pauses. People get uncomfortable, and just start talking to fill in the silence. Again, that's when you might find out what they really think. Talk about when things didn't go right. Find out how they handle those times. Most people can go with the flow when everything is going smoothly at work. It's those "other" times that we need to know how people will react. Don't accept "oh, that's never happened to me". EVERYONE has had a negative time or person at work. If they won't talk about it, then they won't deal with it when it happens at the new job, or they will handle in a way that your business and coworkers won't like. Ask about: - negative times or people - who they didn't like working with or had conflict with, or a time things didn't go right at work, and why and what they did to help the situation, and what was the outcome, looking back what they could do differently. - time they needed to be flexible (same type of follow up questions) - time they had or work as a team, or a time when a team they were working on didn't work well together - time they had to change procedures or the work flow or priorities at work. - why are they deciding to change their job at this time. Why, why, why. - what they do in the slow times at work - the best manager they ever had, the worst. why, why, why - how they manage doing several tasks at the same time, how they keep track of the projects - stressful time at work - why was it stressful, what did they do to handle it, what would they do different. - continuing education - how they keep themselves informed about changes in the field - time they were evaluated unfairly, how they handled it, what was outcome, how they could have handled it differently. - significant accomplishment at work - what they did, why, - what their plans are if not accepted into that position (find out if they are willing to do anything to increase their chances next time (attend workshops, online CEU, go back to college, become ASCP certified, whatever)) Last, if the job requires that they be ASCP certified (and I hope it does), get a copy of the certificate, and then contact ASCP with their name and ASCP certification number. Get it verified from ASCP that the number matches the name. People are copying someone else's certificate, whiting out the name, printing over their own name, copying it again, and passing it off as their own. Peggy Wenk -Original Message- From: Breeden, Sara Sent: Wednesday, January 25, 2012 10:37 AM To: histonet@lists.utsouthwestern.edu Subject: [Histonet] Interview Questions Okay, My People - I will be one of the interviewers for locating my replacement). I've not been this "fortunate" before and I do know there are questions one cannot ask so that's not an issue. What I'd like to know is what I SHOULD ask. This position is fairly straightforward - basic veterinary histology with nothing significantly challenging (but with that potential). What would YOU want to know about a candidate that would convince you that this person was The One? I need questions with "meat" to them. Your suggestions will be much-ly appreciated. Gracias! Sally Breeden, HT(ASCP) New Mexico Department of Agriculture Veterinary Diagnostic Services 1101 Camino de Salud NE Albuquerque, NM 87102 505-383-9278 (Histology Lab) ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
Re: [Histonet] Interview Questions
My most hated question in interviews is "where do you see yourself in 5 years?"answer - in your job asking stupid questions! On Thu, Jan 26, 2012 at 5:48 AM, wrote: > Not upset in the least. Just posting my own questions and doubts within > the parameters of the situation. When the Chinese philosopher who fell > asleep under a tree and dreamt he was a butterfly and then spent the rest > of his life "asking" if he was a human who fell asleep under a tree and > dreamt he was a butterfly or was really a butterfly dreaming he was a human > who fell asleep under a tree who? Wouldn't say he at all took > offense to the situation; pondering, reflecting and just asking a question. > > > Ray > Seattle > Sent from my Bedroom Wireless Laptop > > - Original Message - > From: "joelle weaver" > To: koelli...@comcast.net > Sent: Wednesday, January 25, 2012 7:26:37 PM > Subject: Re: [Histonet] Interview Questions > > Well I am sorry that you took such offense, but some jobs do have say > words/minute typing for example. I guess the variation in qualified > individuals leads me to not be upset to be asked to demonstrate tasks > within the assigned duties. I think maybe you have simplifed a bit too. I > think all those professions,such as attorneys have to do much more than you > indicate_sorry this upset you > Sent from my Verizon Wireless BlackBerry > > -Original Message- > From: koelli...@comcast.net > Date: Thu, 26 Jan 2012 02:59:49 > To: > Cc: ; ; > ; > Subject: Re: [Histonet] Interview Questions > > This is certainly an interesting thread and I generally hate to get into > these ever but I still can't figure out one thing and never have over all > these years in pathology. What other endeavor in life and job seeking is an > on-the-spot demo that you can do something required at a job interview? > Does a lawyer have to go into a courtroom for 5 minutes and show he/she can > say "I object"? Does a sanitation worker have to go round the block once > and show he/she can empty 9 cans in 5 minutes? Does a doctor need to show > he/she can use a stethoscope? Does a bricklayer have to show he/she can lay > 20 bricks in 2 minutes? Or fail the interview? Does a med tech have to show > they can stain 6 tubes with CD4 and CD 8 and successfully put them on a > flow cytometer? Does an actuary have to show they can really add 100 > 4-digit numbers on a calculator without a mistake? Does a grocery bagger > boy /girl have to show they can put x number of items in 3 bags? Does a > Pathologist have to show they know how to turn on a microscope and look > through it? Does a peanut counter have to show they can count peanuts? I > just can't get into my mind the necessity of someone having to cut to show > they can cut? What other profession does this at an interview? Now > certainly you can come up with scenarios where it might be important to > find out. A brand new histotech whose only cut 3 blocks in their life. A > tech from the deepest, darkest nether regions of the earth where you cannot > check on their background. But a tech whose has been working cutting the > last 3 or 7 or 15 years and you've verified with a previous company that is > exactly what they did; how will them cutting for 10 minutes further > stratify them into yes or no categories. If 2 potential techs cut and one > finishes in 9 minutes and one in 10 minutes, is that a true qualifier or > disqualifier of what they can do cutting? There are a myriad of things I'd > love to know and always ask; personality, job knowledge, wants, desires, > needs, ambitions, etc, etc, etc. My blood pressure skyrockets when I give > blood because I HATE anyone sticking a needle in me. But I have a really > needed blood type. Should nervousness each time disqualify me. This still > boggles my mind about what is being accomplished with cutting during an > interview? > > > Ray > Seattle, WA > > > > From: "joelle weaver" > To: trathbo...@somerset-healthcare.com, billodonn...@catholichealth.net, > sbree...@nmda.nmsu.edu, "Histonet" > Sent: Wednesday, January 25, 2012 10:02:39 AM > Subject: RE: [Histonet] Interview Questions > > > Love this! I always want to do demonstration during technical interviews, > but usually get "shot down" from managers and argued with in general, as in > people don't feel that they should have to "prove" they can do histology. > This perception, I never got, because I always saw it as in a job > interview-in what other situation are you more trying to "prove" or impress > with your knowledge, attitude, skills and experience? If you do ben
Re: [Histonet] Interview Questions
Not upset in the least. Just posting my own questions and doubts within the parameters of the situation. When the Chinese philosopher who fell asleep under a tree and dreamt he was a butterfly and then spent the rest of his life "asking" if he was a human who fell asleep under a tree and dreamt he was a butterfly or was really a butterfly dreaming he was a human who fell asleep under a tree who? Wouldn't say he at all took offense to the situation; pondering, reflecting and just asking a question. Ray Seattle Sent from my Bedroom Wireless Laptop - Original Message - From: "joelle weaver" To: koelli...@comcast.net Sent: Wednesday, January 25, 2012 7:26:37 PM Subject: Re: [Histonet] Interview Questions Well I am sorry that you took such offense, but some jobs do have say words/minute typing for example. I guess the variation in qualified individuals leads me to not be upset to be asked to demonstrate tasks within the assigned duties. I think maybe you have simplifed a bit too. I think all those professions,such as attorneys have to do much more than you indicate_sorry this upset you Sent from my Verizon Wireless BlackBerry -Original Message- From: koelli...@comcast.net Date: Thu, 26 Jan 2012 02:59:49 To: Cc: ; ; ; Subject: Re: [Histonet] Interview Questions This is certainly an interesting thread and I generally hate to get into these ever but I still can't figure out one thing and never have over all these years in pathology. What other endeavor in life and job seeking is an on-the-spot demo that you can do something required at a job interview? Does a lawyer have to go into a courtroom for 5 minutes and show he/she can say "I object"? Does a sanitation worker have to go round the block once and show he/she can empty 9 cans in 5 minutes? Does a doctor need to show he/she can use a stethoscope? Does a bricklayer have to show he/she can lay 20 bricks in 2 minutes? Or fail the interview? Does a med tech have to show they can stain 6 tubes with CD4 and CD 8 and successfully put them on a flow cytometer? Does an actuary have to show they can really add 100 4-digit numbers on a calculator without a mistake? Does a grocery bagger boy /girl have to show they can put x number of items in 3 bags? Does a Pathologist have to show they know how to turn on a microscope and look through it? Does a peanut counter have to show they can count peanuts? I just can't get into my mind the necessity of someone having to cut to show they can cut? What other profession does this at an interview? Now certainly you can come up with scenarios where it might be important to find out. A brand new histotech whose only cut 3 blocks in their life. A tech from the deepest, darkest nether regions of the earth where you cannot check on their background. But a tech whose has been working cutting the last 3 or 7 or 15 years and you've verified with a previous company that is exactly what they did; how will them cutting for 10 minutes further stratify them into yes or no categories. If 2 potential techs cut and one finishes in 9 minutes and one in 10 minutes, is that a true qualifier or disqualifier of what they can do cutting? There are a myriad of things I'd love to know and always ask; personality, job knowledge, wants, desires, needs, ambitions, etc, etc, etc. My blood pressure skyrockets when I give blood because I HATE anyone sticking a needle in me. But I have a really needed blood type. Should nervousness each time disqualify me. This still boggles my mind about what is being accomplished with cutting during an interview? Ray Seattle, WA From: "joelle weaver" To: trathbo...@somerset-healthcare.com, billodonn...@catholichealth.net, sbree...@nmda.nmsu.edu, "Histonet" Sent: Wednesday, January 25, 2012 10:02:39 AM Subject: RE: [Histonet] Interview Questions Love this! I always want to do demonstration during technical interviews, but usually get "shot down" from managers and argued with in general, as in people don't feel that they should have to "prove" they can do histology. This perception, I never got, because I always saw it as in a job interview-in what other situation are you more trying to "prove" or impress with your knowledge, attitude, skills and experience? If you do bench work, you can tell in just a few minutes of observation much more information than you could get with quite a few questions. To be fair, I take into account nervousness, being closely observed, and lack of familiarity with equipment etc. I don't know, I think its fair if those are important skills to the position/role. Was not sure if Sara's job was mostly technical though, so thought I might keep it general. Joelle Weaver MAOM, (HTL) ASCP http://www.linkedin.com/in/joelleweaver > From: trathbo...@s
Re: [Histonet] Interview Questions
This is certainly an interesting thread and I generally hate to get into these ever but I still can't figure out one thing and never have over all these years in pathology. What other endeavor in life and job seeking is an on-the-spot demo that you can do something required at a job interview? Does a lawyer have to go into a courtroom for 5 minutes and show he/she can say "I object"? Does a sanitation worker have to go round the block once and show he/she can empty 9 cans in 5 minutes? Does a doctor need to show he/she can use a stethoscope? Does a bricklayer have to show he/she can lay 20 bricks in 2 minutes? Or fail the interview? Does a med tech have to show they can stain 6 tubes with CD4 and CD 8 and successfully put them on a flow cytometer? Does an actuary have to show they can really add 100 4-digit numbers on a calculator without a mistake? Does a grocery bagger boy /girl have to show they can put x number of items in 3 bags? Does a Pathologist have to show they know how to turn on a microscope and look through it? Does a peanut counter have to show they can count peanuts? I just can't get into my mind the necessity of someone having to cut to show they can cut? What other profession does this at an interview? Now certainly you can come up with scenarios where it might be important to find out. A brand new histotech whose only cut 3 blocks in their life. A tech from the deepest, darkest nether regions of the earth where you cannot check on their background. But a tech whose has been working cutting the last 3 or 7 or 15 years and you've verified with a previous company that is exactly what they did; how will them cutting for 10 minutes further stratify them into yes or no categories. If 2 potential techs cut and one finishes in 9 minutes and one in 10 minutes, is that a true qualifier or disqualifier of what they can do cutting? There are a myriad of things I'd love to know and always ask; personality, job knowledge, wants, desires, needs, ambitions, etc, etc, etc. My blood pressure skyrockets when I give blood because I HATE anyone sticking a needle in me. But I have a really needed blood type. Should nervousness each time disqualify me. This still boggles my mind about what is being accomplished with cutting during an interview? Ray Seattle, WA - Original Message - From: "joelle weaver" To: trathbo...@somerset-healthcare.com, billodonn...@catholichealth.net, sbree...@nmda.nmsu.edu, "Histonet" Sent: Wednesday, January 25, 2012 10:02:39 AM Subject: RE: [Histonet] Interview Questions Love this! I always want to do demonstration during technical interviews, but usually get "shot down" from managers and argued with in general, as in people don't feel that they should have to "prove" they can do histology. This perception, I never got, because I always saw it as in a job interview-in what other situation are you more trying to "prove" or impress with your knowledge, attitude, skills and experience? If you do bench work, you can tell in just a few minutes of observation much more information than you could get with quite a few questions. To be fair, I take into account nervousness, being closely observed, and lack of familiarity with equipment etc. I don't know, I think its fair if those are important skills to the position/role. Was not sure if Sara's job was mostly technical though, so thought I might keep it general. Joelle Weaver MAOM, (HTL) ASCP http://www.linkedin.com/in/joelleweaver > From: trathbo...@somerset-healthcare.com > To: billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; > histonet@lists.utsouthwestern.edu > Date: Wed, 25 Jan 2012 17:47:01 + > Subject: RE: [Histonet] Interview Questions > CC: > > If your replacement will be doing actual histology, will your institution > permit the applicant to embed and cut? Can you sit down at a multi-head scope > and review slides with them? > What will the person be responsible for? Do they have experience with all of > these tasks? What would they do in a crisis situation (you can make up one > yourself that would be plausible). > People who volunteer in their personal lives, may do the same at work. Ask > how they juggle their schedule though, if there is a lot going on in their > personal lives. Be careful with how you ask these questions though. Your HR > department should be able to give you guidance in how to phrase things. > Good luck. > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of O'Donnell, > Bill > Sent: Wednesday, January 25, 2012 12:19 PM > To: Breeden, Sara; histonet@lists.utsouthwestern.edu > Subject: RE: [Histonet] Interview Questions > > It would
Re: [Histonet] Interview Questions
A long time ago, I worked in a lab where we had a manual dexterity test that we gave to all applicants for medical technologist or histotechnologist positions. It was designed by psychologists to test hand-eye coordination, spatial orientation, fine motor skills, and (to a certain degree) reasoning skills. Our HR department also signed off on use of the test. We found that doing well on the test did not predict an employee with good skills, but doing poorly on the test pointed out those who would never be able to cope in our laboratory. I'll dig through some old files and see if I can find more info on this test. Two questions I have always asked: 1. Describe the characteristics of the best supervisor/manager for whom you have worked. 2. Describe the characteristics of the worst supervisor/manager for whom you have worked. (For new graduates, I substitute "professor" for "manager.") One applicant, who seemed to have all of the technical skills, described his worst manager as one who sounded just like me: hands-on, involved in day-to-day operations of the lab, picky about being to work on time, perfectionist. I knew right then that we would not be a fit. Good luck with your search! Eric Hoy === Eric S. Hoy, Ph.D., SI(ASCP) Clinical Associate Professor Department of Medical Laboratory Sciences The University of Texas Southwestern Medical Center Dallas, Texas Email: eric@utsouthwestern.edu === On 1/25/12 12:09 PM, "Louise Renton" wrote: > Just to be devil's advocate here.. > > asking a person to "prove" their skills - what happens, if through > nervousness, or being unfamiliar with the equipment, they injure > themselves. Where does the liability lie? > > Rather ask questions regarding cutting speed, way in which tissue is > embedded etc, and review the person's skill during an agreed probationary > period. If they are not what u expected, then you can get rid of them. ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
Re: [Histonet] Interview Questions
I used to give a 10 question test on general histology. I also had the expected answers written down and on my copy. Was accused once of being a racist. What saved me was having the answers in front of me. The person didn't get one answer correct. I had a couple of embedding questions, some cutting, special stains, immunos and some QC questions. I gave the interviewee the test while I was reviewing their resume. I would also see what their facial expressions were too. I had one person tell me they didn't do specials or immunos and didn't like embedding either. When I asked if they liked filing blocks and slides, they really would rather have a lab aide do it. This person didn't have to finish the test. Too make matters worse, she wore a denim miniskirt to boot. Just my three cents Joe - Original Message - From: "joelle weaver" To: ; ; ; "Histonet" Sent: Wednesday, January 25, 2012 12:02 PM Subject: RE: [Histonet] Interview Questions Love this! I always want to do demonstration during technical interviews, but usually get "shot down" from managers and argued with in general, as in people don't feel that they should have to "prove" they can do histology. This perception, I never got, because I always saw it as in a job interview-in what other situation are you more trying to "prove" or impress with your knowledge, attitude, skills and experience? If you do bench work, you can tell in just a few minutes of observation much more information than you could get with quite a few questions. To be fair, I take into account nervousness, being closely observed, and lack of familiarity with equipment etc. I don't know, I think its fair if those are important skills to the position/role. Was not sure if Sara's job was mostly technical though, so thought I might keep it general. Joelle Weaver MAOM, (HTL) ASCP http://www.linkedin.com/in/joelleweaver > From: trathbo...@somerset-healthcare.com To: billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; histonet@lists.utsouthwestern.edu Date: Wed, 25 Jan 2012 17:47:01 + Subject: RE: [Histonet] Interview Questions CC: If your replacement will be doing actual histology, will your institution permit the applicant to embed and cut? Can you sit down at a multi-head scope and review slides with them? What will the person be responsible for? Do they have experience with all of these tasks? What would they do in a crisis situation (you can make up one yourself that would be plausible). People who volunteer in their personal lives, may do the same at work. Ask how they juggle their schedule though, if there is a lot going on in their personal lives. Be careful with how you ask these questions though. Your HR department should be able to give you guidance in how to phrase things. Good luck. -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of O'Donnell, Bill Sent: Wednesday, January 25, 2012 12:19 PM To: Breeden, Sara; histonet@lists.utsouthwestern.edu Subject: RE: [Histonet] Interview Questions It would seem that questions like "How do you feel about cannibalism?" might also be out but might be far more helpful; than "phone" questions. On the serious side, when I was much younger I hired a person who was able to answer all the right "histo" questions and so I hired him. He turned out to be a poser, who, shortly after I fired him showed up at a local university with a lab coat that listed him as "Dr." He had indeed worked in a histo lab, but as a lab assistant, and so the the understanding of what a histologist does was well rehearsed. (BTW, it topok me about two weeks to catch on, though the more experienced techs in the department figured it out almost right away) To be fair, it was during a time in hiring history when HR departments were not willing to give useful reference data and there were only a handful of questions they would even ask when checking. None of them were particularly useful or telling. For inistance, they would not ask if the person was an histo tech, but would simply ask, did he indeed work at your institution? The place where I worked required little or nothing for proof of experience. There was no background check either. Today, however, reference checking is a lot easier and more reliable. I guess my point here is that a good reference check needs to be done as well weeding them out by histo questions. I'm sure your HR folks will do a fine job of this. Also, once you have determined that they actually have the skills, or a realistic potential of gaining them, questions concerning dynamics of interaction are appropriate, though may lead to wrong impressions in the mind of the applicant. -Original Message- From: histonet-boun...@lis
[Histonet] interview questions
I think it is great that you are using the histonet this way to ask probing questions. SInce they are replacing you, I would get a feel for how they would do your job by telling them the general taskings and letting them tell you what they know about all of the taskings. I have also found that some people can really answer questions well but then when they are asked to perform, there seems to be some, um "confusement". Yes confusement, my own werd. Seriously if I interview anyone again, I will see if I can ask them to mock going through some of the taks, like without an actual blade or sample mock setting up to cut, embed, stain, maybe even some simple computer tasks. ANy chance you can overlap with the replacement? Nick Madary, HT/HTL(ASCP)QIHC George Washington University Pathology Core Laboratory Ross Hall, Room 706 23rd and I Street NW Washington D.C. 20037 202.994.8196 pat...@gwumc.edu BEGIN:VCARD VERSION:2.1 X-GWTYPE:USER FN:Joseph Madary EMAIL;WORK;PREF;NGW:pat...@gwumc.edu N:Madary;Joseph ORG:;Pathology TITLE:Senior Research Assistant TEL;PREF;FAX:202 994-5056 END:VCARD ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
RE: [Histonet] Interview Questions
Your company will have to invest a lot of money to hire the person you choose. Background check and physical to start with. Then a "training period". If you could have known during practical session that the applicant would not measure up to the needs of the department, you will save yourself time (for training), and HR (financial). Also, if the person gave up a job to take yours, and was terminated after the probationary period, that leaves them without a job too. Not a good scenario for either side. -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Shirley A. Powell Sent: Wednesday, January 25, 2012 1:16 PM To: Louise Renton Cc: histonet@lists.utsouthwestern.edu Subject: RE: [Histonet] Interview Questions Make them sign a non-liability clause before doing the test? You need to know if they can do the work before hiring, not after, nervous or not, and not how well they answer questions. sp -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Louise Renton Sent: Wednesday, January 25, 2012 1:09 PM To: Histonet Subject: Re: [Histonet] Interview Questions Just to be devil's advocate here.. asking a person to "prove" their skills - what happens, if through nervousness, or being unfamiliar with the equipment, they injure themselves. Where does the liability lie? Rather ask questions regarding cutting speed, way in which tissue is embedded etc, and review the person's skill during an agreed probationary period. If they are not what u expected, then you can get rid of them. ... On Wed, Jan 25, 2012 at 8:02 PM, joelle weaver wrote: > > Love this! I always want to do demonstration during technical > interviews, but usually get "shot down" from managers and argued with > in general, as in people don't feel that they should have to "prove" > they can do histology. This perception, I never got, because I always > saw it as in a job interview-in what other situation are you more > trying to "prove" or impress with your knowledge, attitude, skills and > experience? If you do bench work, you can tell in just a few minutes > of observation much more information than you could get with quite a > few questions. To be fair, I take into account nervousness, being > closely observed, and lack of familiarity with equipment etc. I don't > know, I think its fair if those are important skills to the > position/role. Was not sure if Sara's job was mostly technical though, so > thought I might keep it general. > > Joelle Weaver MAOM, (HTL) ASCP > > http://www.linkedin.com/in/joelleweaver > > > From: trathbo...@somerset-healthcare.com > > To: billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; > histonet@lists.utsouthwestern.edu > > Date: Wed, 25 Jan 2012 17:47:01 + > > Subject: RE: [Histonet] Interview Questions > > CC: > > > > If your replacement will be doing actual histology, will your > institution permit the applicant to embed and cut? Can you sit down at > a multi-head scope and review slides with them? > > What will the person be responsible for? Do they have experience > > with > all of these tasks? What would they do in a crisis situation (you can > make up one yourself that would be plausible). > > People who volunteer in their personal lives, may do the same at work. > Ask how they juggle their schedule though, if there is a lot going on > in their personal lives. Be careful with how you ask these questions though. > Your HR department should be able to give you guidance in how to > phrase things. > > Good luck. > > > > -Original Message- > > From: histonet-boun...@lists.utsouthwestern.edu [mailto: > histonet-boun...@lists.utsouthwestern.edu] On Behalf Of O'Donnell, > Bill > > Sent: Wednesday, January 25, 2012 12:19 PM > > To: Breeden, Sara; histonet@lists.utsouthwestern.edu > > Subject: RE: [Histonet] Interview Questions > > > > It would seem that questions like "How do you feel about cannibalism?" > > might also be out but might be far more helpful; than "phone" questions. > > > > > > On the serious side, when I was much younger I hired a person who > > was > able to answer all the right "histo" questions and so I hired him. He > turned out to be a poser, who, shortly after I fired him showed up at > a local university with a lab coat that listed him as "Dr." He had > indeed worked in a histo lab, but as a lab assistant, and so the the > understanding of what a histologist does was well rehearsed. (BTW
RE: [Histonet] Interview Questions
I guess someone could get hurt. I had to stop someone once, either they were unbelievably nervous, or had not used a microtome in QUITE some time, and I thought they might hurt themselves. I stopped the activity, but legalities might prevail, a consent could suffice to cover for this maybe. Probation is good, if it is enforced. Have seen people that I was not sure how they made it through that period, so I guess the weight that is given varies. All in all, a challenge to locate, recruit, screen, hire and retain good people! Joelle Weaver MAOM, (HTL) ASCP http://www.linkedin.com/in/joelleweaver > From: powell...@mercer.edu > To: louise.ren...@gmail.com > Date: Wed, 25 Jan 2012 13:15:48 -0500 > Subject: RE: [Histonet] Interview Questions > CC: histonet@lists.utsouthwestern.edu > > Make them sign a non-liability clause before doing the test? You need to know > if they can do the work before hiring, not after, nervous or not, and not how > well they answer questions. > > sp > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Louise Renton > Sent: Wednesday, January 25, 2012 1:09 PM > To: Histonet > Subject: Re: [Histonet] Interview Questions > > Just to be devil's advocate here.. > > asking a person to "prove" their skills - what happens, if through > nervousness, or being unfamiliar with the equipment, they injure > themselves. Where does the liability lie? > > Rather ask questions regarding cutting speed, way in which tissue is > embedded etc, and review the person's skill during an agreed probationary > period. If they are not what u expected, then you can get rid of them. > ... > On Wed, Jan 25, 2012 at 8:02 PM, joelle weaver > wrote: > > > > > Love this! I always want to do demonstration during technical interviews, > > but usually get "shot down" from managers and argued with in general, as > > in people don't feel that they should have to "prove" they can do > > histology. This perception, I never got, because I always saw it as in a > > job interview-in what other situation are you more trying to "prove" or > > impress with your knowledge, attitude, skills and experience? If you do > > bench work, you can tell in just a few minutes of observation much more > > information than you could get with quite a few questions. To be fair, I > > take into account nervousness, being closely observed, and lack of > > familiarity with equipment etc. I don't know, I think its fair if those are > > important skills to the position/role. Was not sure if Sara's job was > > mostly technical though, so thought I might keep it general. > > > > Joelle Weaver MAOM, (HTL) ASCP > > > > http://www.linkedin.com/in/joelleweaver > > > > > From: trathbo...@somerset-healthcare.com > > > To: billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; > > histonet@lists.utsouthwestern.edu > > > Date: Wed, 25 Jan 2012 17:47:01 + > > > Subject: RE: [Histonet] Interview Questions > > > CC: > > > > > > If your replacement will be doing actual histology, will your > > institution permit the applicant to embed and cut? Can you sit down at a > > multi-head scope and review slides with them? > > > What will the person be responsible for? Do they have experience with > > all of these tasks? What would they do in a crisis situation (you can make > > up one yourself that would be plausible). > > > People who volunteer in their personal lives, may do the same at work. > > Ask how they juggle their schedule though, if there is a lot going on in > > their personal lives. Be careful with how you ask these questions though. > > Your HR department should be able to give you guidance in how to phrase > > things. > > > Good luck. > > > > > > -Original Message- > > > From: histonet-boun...@lists.utsouthwestern.edu [mailto: > > histonet-boun...@lists.utsouthwestern.edu] On Behalf Of O'Donnell, Bill > > > Sent: Wednesday, January 25, 2012 12:19 PM > > > To: Breeden, Sara; histonet@lists.utsouthwestern.edu > > > Subject: RE: [Histonet] Interview Questions > > > > > > It would seem that questions like "How do you feel about cannibalism?" > > > might also be out but might be far more helpful; than "phone" questions. > > > > > > > > > On the serious side, when I was much younger I hired a person who was > > able to answer all the right "histo" questions and so
RE: [Histonet] Interview Questions
Make them sign a non-liability clause before doing the test? You need to know if they can do the work before hiring, not after, nervous or not, and not how well they answer questions. sp -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Louise Renton Sent: Wednesday, January 25, 2012 1:09 PM To: Histonet Subject: Re: [Histonet] Interview Questions Just to be devil's advocate here.. asking a person to "prove" their skills - what happens, if through nervousness, or being unfamiliar with the equipment, they injure themselves. Where does the liability lie? Rather ask questions regarding cutting speed, way in which tissue is embedded etc, and review the person's skill during an agreed probationary period. If they are not what u expected, then you can get rid of them. ... On Wed, Jan 25, 2012 at 8:02 PM, joelle weaver wrote: > > Love this! I always want to do demonstration during technical interviews, > but usually get "shot down" from managers and argued with in general, as > in people don't feel that they should have to "prove" they can do > histology. This perception, I never got, because I always saw it as in a > job interview-in what other situation are you more trying to "prove" or > impress with your knowledge, attitude, skills and experience? If you do > bench work, you can tell in just a few minutes of observation much more > information than you could get with quite a few questions. To be fair, I > take into account nervousness, being closely observed, and lack of > familiarity with equipment etc. I don't know, I think its fair if those are > important skills to the position/role. Was not sure if Sara's job was > mostly technical though, so thought I might keep it general. > > Joelle Weaver MAOM, (HTL) ASCP > > http://www.linkedin.com/in/joelleweaver > > > From: trathbo...@somerset-healthcare.com > > To: billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; > histonet@lists.utsouthwestern.edu > > Date: Wed, 25 Jan 2012 17:47:01 + > > Subject: RE: [Histonet] Interview Questions > > CC: > > > > If your replacement will be doing actual histology, will your > institution permit the applicant to embed and cut? Can you sit down at a > multi-head scope and review slides with them? > > What will the person be responsible for? Do they have experience with > all of these tasks? What would they do in a crisis situation (you can make > up one yourself that would be plausible). > > People who volunteer in their personal lives, may do the same at work. > Ask how they juggle their schedule though, if there is a lot going on in > their personal lives. Be careful with how you ask these questions though. > Your HR department should be able to give you guidance in how to phrase > things. > > Good luck. > > > > -Original Message- > > From: histonet-boun...@lists.utsouthwestern.edu [mailto: > histonet-boun...@lists.utsouthwestern.edu] On Behalf Of O'Donnell, Bill > > Sent: Wednesday, January 25, 2012 12:19 PM > > To: Breeden, Sara; histonet@lists.utsouthwestern.edu > > Subject: RE: [Histonet] Interview Questions > > > > It would seem that questions like "How do you feel about cannibalism?" > > might also be out but might be far more helpful; than "phone" questions. > > > > > > On the serious side, when I was much younger I hired a person who was > able to answer all the right "histo" questions and so I hired him. He > turned out to be a poser, who, shortly after I fired him showed up at a > local university with a lab coat that listed him as "Dr." He had indeed > worked in a histo lab, but as a lab assistant, and so the the understanding > of what a histologist does was well rehearsed. (BTW, it topok me about two > weeks to catch on, though the more experienced techs in the department > figured it out almost right away) > > > > To be fair, it was during a time in hiring history when HR departments > were not willing to give useful reference data and there were only a > handful of questions they would even ask when checking. None of them were > particularly useful or telling. For inistance, they would not ask if the > person was an histo tech, but would simply ask, did he indeed work at your > institution? > > > > The place where I worked required little or nothing for proof of > experience. There was no background check either. > > > > Today, however, reference checking is a lot easier and more reliable. > > > > I guess my point here is that a good reference check needs to be don
Re: [Histonet] Interview Questions
Just to be devil's advocate here.. asking a person to "prove" their skills - what happens, if through nervousness, or being unfamiliar with the equipment, they injure themselves. Where does the liability lie? Rather ask questions regarding cutting speed, way in which tissue is embedded etc, and review the person's skill during an agreed probationary period. If they are not what u expected, then you can get rid of them. ... On Wed, Jan 25, 2012 at 8:02 PM, joelle weaver wrote: > > Love this! I always want to do demonstration during technical interviews, > but usually get "shot down" from managers and argued with in general, as > in people don't feel that they should have to "prove" they can do > histology. This perception, I never got, because I always saw it as in a > job interview-in what other situation are you more trying to "prove" or > impress with your knowledge, attitude, skills and experience? If you do > bench work, you can tell in just a few minutes of observation much more > information than you could get with quite a few questions. To be fair, I > take into account nervousness, being closely observed, and lack of > familiarity with equipment etc. I don't know, I think its fair if those are > important skills to the position/role. Was not sure if Sara's job was > mostly technical though, so thought I might keep it general. > > Joelle Weaver MAOM, (HTL) ASCP > > http://www.linkedin.com/in/joelleweaver > > > From: trathbo...@somerset-healthcare.com > > To: billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; > histonet@lists.utsouthwestern.edu > > Date: Wed, 25 Jan 2012 17:47:01 + > > Subject: RE: [Histonet] Interview Questions > > CC: > > > > If your replacement will be doing actual histology, will your > institution permit the applicant to embed and cut? Can you sit down at a > multi-head scope and review slides with them? > > What will the person be responsible for? Do they have experience with > all of these tasks? What would they do in a crisis situation (you can make > up one yourself that would be plausible). > > People who volunteer in their personal lives, may do the same at work. > Ask how they juggle their schedule though, if there is a lot going on in > their personal lives. Be careful with how you ask these questions though. > Your HR department should be able to give you guidance in how to phrase > things. > > Good luck. > > > > -Original Message- > > From: histonet-boun...@lists.utsouthwestern.edu [mailto: > histonet-boun...@lists.utsouthwestern.edu] On Behalf Of O'Donnell, Bill > > Sent: Wednesday, January 25, 2012 12:19 PM > > To: Breeden, Sara; histonet@lists.utsouthwestern.edu > > Subject: RE: [Histonet] Interview Questions > > > > It would seem that questions like "How do you feel about cannibalism?" > > might also be out but might be far more helpful; than "phone" questions. > > > > > > On the serious side, when I was much younger I hired a person who was > able to answer all the right "histo" questions and so I hired him. He > turned out to be a poser, who, shortly after I fired him showed up at a > local university with a lab coat that listed him as "Dr." He had indeed > worked in a histo lab, but as a lab assistant, and so the the understanding > of what a histologist does was well rehearsed. (BTW, it topok me about two > weeks to catch on, though the more experienced techs in the department > figured it out almost right away) > > > > To be fair, it was during a time in hiring history when HR departments > were not willing to give useful reference data and there were only a > handful of questions they would even ask when checking. None of them were > particularly useful or telling. For inistance, they would not ask if the > person was an histo tech, but would simply ask, did he indeed work at your > institution? > > > > The place where I worked required little or nothing for proof of > experience. There was no background check either. > > > > Today, however, reference checking is a lot easier and more reliable. > > > > I guess my point here is that a good reference check needs to be done as > well weeding them out by histo questions. I'm sure your HR folks will do a > fine job of this. > > > > Also, once you have determined that they actually have the skills, or a > realistic potential of gaining them, questions concerning dynamics of > interaction are appropriate, though may lead to wrong impressions in the > mind of the applicant. > > > > -Original Message- > > From: histonet
RE: [Histonet] Interview Questions
Love this! I always want to do demonstration during technical interviews, but usually get "shot down" from managers and argued with in general, as in people don't feel that they should have to "prove" they can do histology. This perception, I never got, because I always saw it as in a job interview-in what other situation are you more trying to "prove" or impress with your knowledge, attitude, skills and experience? If you do bench work, you can tell in just a few minutes of observation much more information than you could get with quite a few questions. To be fair, I take into account nervousness, being closely observed, and lack of familiarity with equipment etc. I don't know, I think its fair if those are important skills to the position/role. Was not sure if Sara's job was mostly technical though, so thought I might keep it general. Joelle Weaver MAOM, (HTL) ASCP http://www.linkedin.com/in/joelleweaver > From: trathbo...@somerset-healthcare.com > To: billodonn...@catholichealth.net; sbree...@nmda.nmsu.edu; > histonet@lists.utsouthwestern.edu > Date: Wed, 25 Jan 2012 17:47:01 + > Subject: RE: [Histonet] Interview Questions > CC: > > If your replacement will be doing actual histology, will your institution > permit the applicant to embed and cut? Can you sit down at a multi-head scope > and review slides with them? > What will the person be responsible for? Do they have experience with all of > these tasks? What would they do in a crisis situation (you can make up one > yourself that would be plausible). > People who volunteer in their personal lives, may do the same at work. Ask > how they juggle their schedule though, if there is a lot going on in their > personal lives. Be careful with how you ask these questions though. Your HR > department should be able to give you guidance in how to phrase things. > Good luck. > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of O'Donnell, > Bill > Sent: Wednesday, January 25, 2012 12:19 PM > To: Breeden, Sara; histonet@lists.utsouthwestern.edu > Subject: RE: [Histonet] Interview Questions > > It would seem that questions like "How do you feel about cannibalism?" > might also be out but might be far more helpful; than "phone" questions. > > > On the serious side, when I was much younger I hired a person who was able to > answer all the right "histo" questions and so I hired him. He turned out to > be a poser, who, shortly after I fired him showed up at a local university > with a lab coat that listed him as "Dr." He had indeed worked in a histo lab, > but as a lab assistant, and so the the understanding of what a histologist > does was well rehearsed. (BTW, it topok me about two weeks to catch on, > though the more experienced techs in the department figured it out almost > right away) > > To be fair, it was during a time in hiring history when HR departments were > not willing to give useful reference data and there were only a handful of > questions they would even ask when checking. None of them were particularly > useful or telling. For inistance, they would not ask if the person was an > histo tech, but would simply ask, did he indeed work at your institution? > > The place where I worked required little or nothing for proof of experience. > There was no background check either. > > Today, however, reference checking is a lot easier and more reliable. > > I guess my point here is that a good reference check needs to be done as well > weeding them out by histo questions. I'm sure your HR folks will do a fine > job of this. > > Also, once you have determined that they actually have the skills, or a > realistic potential of gaining them, questions concerning dynamics of > interaction are appropriate, though may lead to wrong impressions in the mind > of the applicant. > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Breeden, Sara > Sent: Wednesday, January 25, 2012 10:52 AM > To: histonet@lists.utsouthwestern.edu > Subject: [Histonet] Interview Questions > > So far, I am TOTALLY impressed and so grateful for your suggestions. > And here's why... did I ever tell anyone out there what the FIRST > question I was asked by the pathologist at my interview? It was. > (wait for it) > > > > "How do you feel about personal phone calls?". Un-freakin' believable. > I sure don't want someone to remember ME that way!!! > > > > Sally Breede
RE: [Histonet] Interview Questions
How did you answer?! Joelle Weaver MAOM, (HTL) ASCP http://www.linkedin.com/in/joelleweaver > Date: Wed, 25 Jan 2012 09:52:08 -0700 > From: sbree...@nmda.nmsu.edu > To: histonet@lists.utsouthwestern.edu > Subject: [Histonet] Interview Questions > > So far, I am TOTALLY impressed and so grateful for your suggestions. > And here's why... did I ever tell anyone out there what the FIRST > question I was asked by the pathologist at my interview? It was. > (wait for it) > > > > "How do you feel about personal phone calls?". Un-freakin' believable. > I sure don't want someone to remember ME that way!!! > > > > Sally Breeden, HT(ASCP) > > New Mexico Department of Agriculture > > Veterinary Diagnostic Services > > 1101 Camino de Salud NE > > Albuquerque, NM 87102 > > 505-383-9278 (Histology Lab) > > > > ___ > Histonet mailing list > Histonet@lists.utsouthwestern.edu > http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
RE: [Histonet] Interview Questions
If your replacement will be doing actual histology, will your institution permit the applicant to embed and cut? Can you sit down at a multi-head scope and review slides with them? What will the person be responsible for? Do they have experience with all of these tasks? What would they do in a crisis situation (you can make up one yourself that would be plausible). People who volunteer in their personal lives, may do the same at work. Ask how they juggle their schedule though, if there is a lot going on in their personal lives. Be careful with how you ask these questions though. Your HR department should be able to give you guidance in how to phrase things. Good luck. -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of O'Donnell, Bill Sent: Wednesday, January 25, 2012 12:19 PM To: Breeden, Sara; histonet@lists.utsouthwestern.edu Subject: RE: [Histonet] Interview Questions It would seem that questions like "How do you feel about cannibalism?" might also be out but might be far more helpful; than "phone" questions. On the serious side, when I was much younger I hired a person who was able to answer all the right "histo" questions and so I hired him. He turned out to be a poser, who, shortly after I fired him showed up at a local university with a lab coat that listed him as "Dr." He had indeed worked in a histo lab, but as a lab assistant, and so the the understanding of what a histologist does was well rehearsed. (BTW, it topok me about two weeks to catch on, though the more experienced techs in the department figured it out almost right away) To be fair, it was during a time in hiring history when HR departments were not willing to give useful reference data and there were only a handful of questions they would even ask when checking. None of them were particularly useful or telling. For inistance, they would not ask if the person was an histo tech, but would simply ask, did he indeed work at your institution? The place where I worked required little or nothing for proof of experience. There was no background check either. Today, however, reference checking is a lot easier and more reliable. I guess my point here is that a good reference check needs to be done as well weeding them out by histo questions. I'm sure your HR folks will do a fine job of this. Also, once you have determined that they actually have the skills, or a realistic potential of gaining them, questions concerning dynamics of interaction are appropriate, though may lead to wrong impressions in the mind of the applicant. -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Breeden, Sara Sent: Wednesday, January 25, 2012 10:52 AM To: histonet@lists.utsouthwestern.edu Subject: [Histonet] Interview Questions So far, I am TOTALLY impressed and so grateful for your suggestions. And here's why... did I ever tell anyone out there what the FIRST question I was asked by the pathologist at my interview? It was. (wait for it) "How do you feel about personal phone calls?". Un-freakin' believable. I sure don't want someone to remember ME that way!!! Sally Breeden, HT(ASCP) New Mexico Department of Agriculture Veterinary Diagnostic Services 1101 Camino de Salud NE Albuquerque, NM 87102 505-383-9278 (Histology Lab) ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet This electronic mail and any attached documents are intended solely for the named addressee(s) and contain confidential information. If you are not an addressee, or responsible for delivering this email to an addressee, you have received this email in error and are notified that reading, copying, or disclosing this email is prohibited. If you received this email in error, immediately reply to the sender and delete the message completely from your computer system. ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet CONFIDENTIALITY NOTICE This message and any included attachments are from Somerset Medical Center and are intended only for the addressee. The information contained in this message is confidential and may contain privileged, confidential, proprietary and/or trade secret information entitled to protection and/or exemption from disclosure under applicable law. Unauthorized forwarding, printing, copying, distribution, or use of such information is strictly prohibited and may be unlawful. If you are not the addressee, please promptly delete this message and notify the sender of the delivery error by e-mail or you may call Somerset Medical Center&
RE: [Histonet] Interview Questions
Good point about "personality" questions. I have often had this experience, where I was leaving the meeting wondering about the place from too much time spent on this sort of thing. However, I think that some line of questioning for this information is good to try to see if you can learn a little about everyone's general temperment - though I do concede this is difficult in such a staged interaction as an interview. Sometimes people have knowledge and technical skills, but are very confrontational, poor communicators, or have other attributes which make them a bad fit for any particular organization, and sometimes these things end up "sinking the ship" so to speak as far as the employee-employer relationship, even when skills, reference or credentials are there. Everything about an interview is pretty much a calculated risk I suppose. Joelle Weaver MAOM, (HTL) ASCP http://www.linkedin.com/in/joelleweaver > Date: Wed, 25 Jan 2012 10:19:05 -0700 > From: billodonn...@catholichealth.net > To: sbree...@nmda.nmsu.edu; histonet@lists.utsouthwestern.edu > Subject: RE: [Histonet] Interview Questions > CC: > > It would seem that questions like "How do you feel about cannibalism?" > might also be out but might be far more helpful; than "phone" questions. > > > On the serious side, when I was much younger I hired a person who was > able to answer all the right "histo" questions and so I hired him. He > turned out to be a poser, who, shortly after I fired him showed up at a > local university with a lab coat that listed him as "Dr." He had indeed > worked in a histo lab, but as a lab assistant, and so the the > understanding of what a histologist does was well rehearsed. (BTW, it > topok me about two weeks to catch on, though the more experienced techs > in the department figured it out almost right away) > > To be fair, it was during a time in hiring history when HR departments > were not willing to give useful reference data and there were only a > handful of questions they would even ask when checking. None of them > were particularly useful or telling. For inistance, they would not ask > if the person was an histo tech, but would simply ask, did he indeed > work at your institution? > > The place where I worked required little or nothing for proof of > experience. There was no background check either. > > Today, however, reference checking is a lot easier and more reliable. > > I guess my point here is that a good reference check needs to be done as > well weeding them out by histo questions. I'm sure your HR folks will > do a fine job of this. > > Also, once you have determined that they actually have the skills, or a > realistic potential of gaining them, questions concerning dynamics of > interaction are appropriate, though may lead to wrong impressions in the > mind of the applicant. > > -Original Message- > From: histonet-boun...@lists.utsouthwestern.edu > [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Breeden, > Sara > Sent: Wednesday, January 25, 2012 10:52 AM > To: histonet@lists.utsouthwestern.edu > Subject: [Histonet] Interview Questions > > So far, I am TOTALLY impressed and so grateful for your suggestions. > And here's why... did I ever tell anyone out there what the FIRST > question I was asked by the pathologist at my interview? It was. > (wait for it) > > > > "How do you feel about personal phone calls?". Un-freakin' believable. > I sure don't want someone to remember ME that way!!! > > > > Sally Breeden, HT(ASCP) > > New Mexico Department of Agriculture > > Veterinary Diagnostic Services > > 1101 Camino de Salud NE > > Albuquerque, NM 87102 > > 505-383-9278 (Histology Lab) > > > > ___ > Histonet mailing list > Histonet@lists.utsouthwestern.edu > http://lists.utsouthwestern.edu/mailman/listinfo/histonet > > This electronic mail and any attached documents are intended solely for the > named addressee(s) and contain confidential information. If you are not an > addressee, or responsible for delivering this email to an addressee, you have > received this email in error and are notified that reading, copying, or > disclosing this email is prohibited. If you received this email in error, > immediately reply to the sender and delete the message completely from your > computer system. > > ___ > Histonet mailing list > Histonet@lists.utsouthwestern.edu > http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
RE: [Histonet] Interview Questions
It would seem that questions like "How do you feel about cannibalism?" might also be out but might be far more helpful; than "phone" questions. On the serious side, when I was much younger I hired a person who was able to answer all the right "histo" questions and so I hired him. He turned out to be a poser, who, shortly after I fired him showed up at a local university with a lab coat that listed him as "Dr." He had indeed worked in a histo lab, but as a lab assistant, and so the the understanding of what a histologist does was well rehearsed. (BTW, it topok me about two weeks to catch on, though the more experienced techs in the department figured it out almost right away) To be fair, it was during a time in hiring history when HR departments were not willing to give useful reference data and there were only a handful of questions they would even ask when checking. None of them were particularly useful or telling. For inistance, they would not ask if the person was an histo tech, but would simply ask, did he indeed work at your institution? The place where I worked required little or nothing for proof of experience. There was no background check either. Today, however, reference checking is a lot easier and more reliable. I guess my point here is that a good reference check needs to be done as well weeding them out by histo questions. I'm sure your HR folks will do a fine job of this. Also, once you have determined that they actually have the skills, or a realistic potential of gaining them, questions concerning dynamics of interaction are appropriate, though may lead to wrong impressions in the mind of the applicant. -Original Message- From: histonet-boun...@lists.utsouthwestern.edu [mailto:histonet-boun...@lists.utsouthwestern.edu] On Behalf Of Breeden, Sara Sent: Wednesday, January 25, 2012 10:52 AM To: histonet@lists.utsouthwestern.edu Subject: [Histonet] Interview Questions So far, I am TOTALLY impressed and so grateful for your suggestions. And here's why... did I ever tell anyone out there what the FIRST question I was asked by the pathologist at my interview? It was. (wait for it) "How do you feel about personal phone calls?". Un-freakin' believable. I sure don't want someone to remember ME that way!!! Sally Breeden, HT(ASCP) New Mexico Department of Agriculture Veterinary Diagnostic Services 1101 Camino de Salud NE Albuquerque, NM 87102 505-383-9278 (Histology Lab) ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet This electronic mail and any attached documents are intended solely for the named addressee(s) and contain confidential information. If you are not an addressee, or responsible for delivering this email to an addressee, you have received this email in error and are notified that reading, copying, or disclosing this email is prohibited. If you received this email in error, immediately reply to the sender and delete the message completely from your computer system. ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
[Histonet] Interview Questions
So far, I am TOTALLY impressed and so grateful for your suggestions. And here's why... did I ever tell anyone out there what the FIRST question I was asked by the pathologist at my interview? It was. (wait for it) "How do you feel about personal phone calls?". Un-freakin' believable. I sure don't want someone to remember ME that way!!! Sally Breeden, HT(ASCP) New Mexico Department of Agriculture Veterinary Diagnostic Services 1101 Camino de Salud NE Albuquerque, NM 87102 505-383-9278 (Histology Lab) ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
RE: [Histonet] Interview Questions
Here are some idea starters..http://www.negotiations.com/articles/top-interview-questions/ maybe you can adapt it to your particular job role, the culture and people that you were working with directly, or what you found most challenging/frustrating/inspiring? How interesting to be interviewing your replacement!Joelle Joelle Weaver MAOM, (HTL) ASCP http://www.linkedin.com/in/joelleweaver > Date: Wed, 25 Jan 2012 08:37:29 -0700 > From: sbree...@nmda.nmsu.edu > To: histonet@lists.utsouthwestern.edu > Subject: [Histonet] Interview Questions > > Okay, My People - I will be one of the interviewers for locating my > replacement). I've not been this "fortunate" before and I do know there > are questions one cannot ask so that's not an issue. What I'd like to > know is what I SHOULD ask. This position is fairly straightforward - > basic veterinary histology with nothing significantly challenging (but > with that potential). What would YOU want to know about a candidate > that would convince you that this person was The One? I need questions > with "meat" to them. Your suggestions will be much-ly appreciated. > Gracias! > > > > Sally Breeden, HT(ASCP) > > New Mexico Department of Agriculture > > Veterinary Diagnostic Services > > 1101 Camino de Salud NE > > Albuquerque, NM 87102 > > 505-383-9278 (Histology Lab) > > > > ___ > Histonet mailing list > Histonet@lists.utsouthwestern.edu > http://lists.utsouthwestern.edu/mailman/listinfo/histonet ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
Re: [Histonet] Interview Questions
First of all, DON'T ASSUME ANYTHING. Ask questions about every aspect of the position. Let them know what they will be responsible for. Look for desired qualities ie: detail oriented, high work standard, team worker, flexible, multitasker, critical thinker, acceptable to constructive criticism, good verbal communication, etc. Interview Questions I use are: Are you proficient with frozen sections? Are you willing to work over occasionally to perform frozen sections? What are your interest or hobbies? Where are your professional goals. Where do you see yourself in 5 years. I always ask one critical thinking question about processing to test their knowledge. Debbie M. Boyd, HT(ASCP) l Chief Histologist l Southside Regional Medical Center I 200 Medical Park Boulevard l Petersburg, Va. 23805 l T: 804-765-5050 l F: 804-765-5582 l dkb...@chs.net "Breeden, Sara" Sent by: histonet-boun...@lists.utsouthwestern.edu 01/25/2012 10:41 AM To cc Subject [Histonet] Interview Questions Okay, My People - I will be one of the interviewers for locating my replacement). I've not been this "fortunate" before and I do know there are questions one cannot ask so that's not an issue. What I'd like to know is what I SHOULD ask. This position is fairly straightforward - basic veterinary histology with nothing significantly challenging (but with that potential). What would YOU want to know about a candidate that would convince you that this person was The One? I need questions with "meat" to them. Your suggestions will be much-ly appreciated. Gracias! Sally Breeden, HT(ASCP) New Mexico Department of Agriculture Veterinary Diagnostic Services 1101 Camino de Salud NE Albuquerque, NM 87102 505-383-9278 (Histology Lab) ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet -- Disclaimer: This electronic message may contain information that is Proprietary, Confidential, or legally privileged or protected. It is intended only for the use of the individual(s) and entity named in the message. If you are not an intended recipient of this message, please notify the sender immediately and delete the material from your computer. Do not deliver, distribute or copy this message and do not disclose its contents or take any action in reliance on the information it contains. ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
[Histonet] Interview Questions
Okay, My People - I will be one of the interviewers for locating my replacement). I've not been this "fortunate" before and I do know there are questions one cannot ask so that's not an issue. What I'd like to know is what I SHOULD ask. This position is fairly straightforward - basic veterinary histology with nothing significantly challenging (but with that potential). What would YOU want to know about a candidate that would convince you that this person was The One? I need questions with "meat" to them. Your suggestions will be much-ly appreciated. Gracias! Sally Breeden, HT(ASCP) New Mexico Department of Agriculture Veterinary Diagnostic Services 1101 Camino de Salud NE Albuquerque, NM 87102 505-383-9278 (Histology Lab) ___ Histonet mailing list Histonet@lists.utsouthwestern.edu http://lists.utsouthwestern.edu/mailman/listinfo/histonet
