We're hiring a new QA (quality assurance..."the grand tester"). We want
to gauge not only a personality fit but of course the analytical
thinking skills of the candidate. How would you best assess that if you
were responsible for interviewing this person?
tia,
--Michael
MB Software Solutions General Account wrote:
> We're hiring a new QA (quality assurance..."the grand tester"). We want
> to gauge not only a personality fit but of course the analytical
> thinking skills of the candidate. How would you best assess that if you
> were responsible for interviewin
MB Software Solutions General Account wrote:
> We're hiring a new QA (quality assurance..."the grand tester"). We want
> to gauge not only a personality fit but of course the analytical
> thinking skills of the candidate. How would you best assess that if you
> were responsible for interviewin
On Thu, Jun 5, 2008 at 12:31 PM, MB Software Solutions General Account <
[EMAIL PROTECTED]> wrote:
> We're hiring a new QA (quality assurance..."the grand tester"). We want
> to gauge not only a personality fit but of course the analytical
> thinking skills of the candidate. How would you best a
>> I'd hire the person provisionally, with the option to let them go at any
>> time in the next 30 days
with no notice. Then I'd assess that person's performance on the job.<<
I think this will only work for people who do not already have a job (maybe
between consulting gigs
or byproduct of a la
Mike,
> We're hiring a new QA (quality assurance..."the grand
> tester"). We want to gauge not only a personality fit but of course
the analytical
> thinking skills of the candidate. How would you best assess that if
you
> were responsible for interviewing this person?
>
The person you w
On Thu, 05 Jun 2008 10:57:16 -0700, "Paul McNett" <[EMAIL PROTECTED]> said:
> Interview questions are so contrived.
Yeah, they're often more tests of how much pointless trivia someone
knows about a programming language I feel.
--
Alan Bourke
[EMAIL PROTECTED]
Rick,
> The best Q/A person I have ever worked with made it his goal
> to force at least one developer to breakdown in tears every
> day . Our customers *and* our developers (with a couple of
> exceptions) appreciated this guy (nicknamed - Testing Sith)
> because the software was way more sol
> Check his attitude. One destroyer in an office full of builders can
> bring the whole thing down. To test, ask for his summary level thoughts
> on Iraq and judge accordingly.
Asking about Iraq, or any hot political question, is a bad idea,
unless something on his resume indicates that the appli
> The best Q/A person I have ever worked with made it his goal
> to force at least one developer to breakdown in tears every day
> . Our customers *and* our developers (with a couple of
> exceptions) appreciated this guy (nicknamed - Testing Sith) because
> the software was way more solid than it
On Jun 5, 2008, at 5:52 PM, Jerry Wolper wrote:
>> Check his attitude. One destroyer in an office full of builders can
>> bring the whole thing down. To test, ask for his summary level
>> thoughts
>> on Iraq and judge accordingly.
>
> Asking about Iraq, or any hot political question, is a bad id
MB Software Solutions General Account wrote:
> We're hiring a new QA (quality assurance..."the grand tester"). We want
> to gauge not only a personality fit but of course the analytical
> thinking skills of the candidate. How would you best assess that if you
> were responsible for interviewin
>> It's been my experience that a less adversarial relationship works better.
>> Deep into the testing
cycle, when everybody's tired of the whole thing, it's much too easy to say
"That [jerk] again. I'm
sick of his bad ideas."<<
I think this is always the case. In our office the Testing Sith was
Jerry,
> > Check his attitude. One destroyer in an office full of builders can
> > bring the whole thing down. To test, ask for his summary level
> > thoughts on Iraq and judge accordingly.
>
> Asking about Iraq, or any hot political question, is a bad idea,
> unless something on his resume
> > Asking about Iraq, or any hot political question, is a bad idea,
> > unless something on his resume indicates that the applicant has
> > experience in that area. You don't want to get into a situation
where
> > the interviewee is telling you what he thinks you want to hear, and
> > you cer
On Jun 5, 2008, at 7:14 PM, Bill Arnold wrote:
> If hiring people who share your political views is illegal, then how
> do
> the political machines themselves get away with it, since that's the
> core of their existence?
Oh, c'mon, Bill, surely you're not that dense.
You can o
> > If hiring people who share your political views is illegal, then how
do
> > the political machines themselves get away with it, since that's the
> > core of their existence?
>
>
> Oh, c'mon, Bill, surely you're not that dense.
And that seemed like such an obvious question :)
>
On Jun 5, 2008, at 7:41 PM, Bill Arnold wrote:
> If I'm hiring someone for an important position in my company, the
> better I understand that person's basic attitudes, the better we'll
> get
> along, and something that 'subtle' can make the difference between
> spending a career together or not
Ed,
> You can assess their attitude, but by asking questions relevant
to
> the postion: how they handle deadlines; who their worst bosses were;
> what they learned from their last bug; etc. There is no need to talk
> about the war, religion, their family, etc., in order to ascertain i
On Jun 5, 2008, at 8:53 PM, Bill Arnold wrote:
> You mean as in the difference between "correct" and "politically
> correct". I keep getting the two so confused.
It has nothing to do with "politically correct". It has to do with
"legally correct".
If you interview someone for a
Ed,
> > You mean as in the difference between "correct" and "politically
> > correct". I keep getting the two so confused.
> It has nothing to do with "politically correct". It has
> to do with "legally correct".
Except that they are joined at the hip, with the politicians making the
la
Bill:
> > > If hiring people who share your political views is illegal, then
> how
> do
> > > the political machines themselves get away with it, since that's
> the
> > > core of their existence?
> >
> >
> > Oh, c'mon, Bill, surely you're not that dense.
>
>
> And that seemed like such an ob
Whil Hentzen wrote:
> Lots of good ideas in the thread...
>
> 1. To reiterate, have them show you what they can do. Give them some
> work and have them perform it. I've repeated the old "don't you want to
> see me kick some footballs" story often enough.
Yes, that was a great analogy from your
Rick Schummer wrote:
>>> It's been my experience that a less adversarial relationship works better.
>>> Deep into the testing
> cycle, when everybody's tired of the whole thing, it's much too easy to say
> "That [jerk] again. I'm
> sick of his bad ideas."<<
>
> I think this is always the case. I
Ed Leafe wrote:
> You can only discriminate on criteria that are relevant to the job.
> If the job is a women's locker room attendant, you can most certainly
> discriminate based on the sex of the applicant. If it is for an
> accounting position, you can't.
Saw this guy (who seemed v
Bill Arnold wrote:
> I've participated in hiring for large companies too, and in that
> capacity understood the need to behave strictly in accordance with the
> owners wishes and the law. I wouldn't argue this.
>
> But Mike is running a small business, as am I, and when us little guys
> hire we'r
Bob Calco wrote:
> That's why it doesn't make sense to overtly ask things like, "So, what do
> you think of the neo-con crypto-fascist military industrial complex
> murdering untold hundreds of thousands of innocent Iraqis in cold blood for
> mere lust for oil?" in a technical interview about, say
CTED]
> Subject: Re: [NF] How to assess for a good test/QA person
>
>
> On Thu, Jun 5, 2008 at 3:12 PM, Alan Bourke
> <[EMAIL PROTECTED]> wrote:
>
> >
> > On Thu, 05 Jun 2008 10:57:16 -0700, "Paul McNett" <[EMAIL PROTECTED]> said:
> >
> &g
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