[154668] in North American Network Operators' Group
Re: job screening question
daemon@ATHENA.MIT.EDU (George Herbert)
Sat Jul 7 14:31:05 2012
In-Reply-To: <20120707181318.GF2221@hezmatt.org>
From: George Herbert <george.herbert@gmail.com>
Date: Sat, 7 Jul 2012 11:30:25 -0700
To: Matthew Palmer <mpalmer@hezmatt.org>
Cc: "nanog@nanog.org" <nanog@nanog.org>
Errors-To: nanog-bounces+nanog.discuss=bloom-picayune.mit.edu@nanog.org
On Jul 7, 2012, at 11:13 AM, Matthew Palmer <mpalmer@hezmatt.org> wrote:
> On Sat, Jul 07, 2012 at 11:01:29AM -0700, JC Dill wrote:
>> On 06/07/12 9:06 PM, Matthew Palmer wrote:
>>>> Maybe it's more significant to ask what the difference between TCP and U=
DP is.
>>> Yes, the difference between TCP and UDP is a much better question to ask=
,
>>> but having HR assess and act on the answer to the question is a whole he=
ll
>>> of a lot harder.
>>=20
>> The best path is to have HR report the answer verbatim for the
>> hiring manager to do the assessing. Then the hiring manager can
>> decide which candidates proceed to the next level of interviews.
>=20
> Two problems there:
>=20
> * We've already had mention made in this thread of the problems associated=
> with HR attempting to record, verbatim, an answer provided by a candidate=
.=20
> Unless all your HR phone screeners are experienced stenographers (who, I
> will note, can typically command salaries far in excess of HR associates)=
,
> their chances of getting an accurate record of a candidate's statements i=
s
> slim.
>=20
> * If you're going to have to carefully examine each candidate's answers
> *anyway*, why not just get on the phone screen with them in the first
> place, and get HR out of the picture? At least that way you're not
> wasting money paying for HR people, and you can do a far more in-depth
> interview because you're there, in real-time, to ask follow-up questions.=
>=20
> - Matt
Yeah. We tried "write down verbatim" - epic fail.
This was why we spent man-months of top level consultant time coming up with=
( and fixing and evolving ) lists of twentyish questions per discipline wit=
h only one right answer and an answer the recruiter could tell was right or n=
ot.
It's not easy. If you screen a thousand plus people a year it's a super win=
. If you screen ten or twenty you may just want your techie interviewer to d=
o the short screen rather than figure out how the recruiter can.
George William Herbert
Sent from my iPhone=
