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"Training out the stupid"

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coppice:

--- Quote from: james_s on December 15, 2020, 07:43:16 pm ---I remember interviewing a gal once who was so nervous she could barely hold the pen to write on the whiteboard, and she was sweating profusely. It was kind of awkward for me, I was trying to be friendly and relaxed but she was definitely under stress.

--- End quote ---
I've interviewed people with a stutter, who had no stutter outside the interview. I've interviewed second language speakers of English, whose English seemed poor in the interview, but who spoke it just fine outside the interview.

Electro Fan:
The resume is to help determine if a candidate is worthy of an interview.  The interview process is still important (critical to making a good hire), of course.

On a resume you might see the following for each position held:
1) Job Title - somewhat indicative of the work performed
2) Job Responsibilities - at least indicates the candidate knew what they were responsible for; if these line up with what the new position requires it's possible the candidate could be a good fit; but just because someone had responsibilities doesn't mean they delivered or delivered well on any of them.
3) Achievements
    a) those that are qualitative - if these are along the lines of what you need done and are confirmed to be real you are getting close
    b) those that are quantitative - if these are are along the lines of what you need done and are confirmed to be real you probably have a qualified candidate

During the interview Q&A you should be able to determine if the candidate just happened to be in the vicinity of the achievements or if they were a really a contributor to the achievements by finding out if the candidate can explain how the achievements were made.  This should reveal the extent to which the candidate was more than an observer and was actually an individual contributor, a team player, and/or a team leader.

It is of course possible that someone who doesn't have some or all of the desired experience could learn and grow into the position, but if someone can show quantitative achievements similar to what you want done what are the chances they are going to forget how they did it?

Possibly last but not least there are the soft skills (communications, attitude, etc.) that are often important to enabling a person to fit with your culture.


Edit:  PS, these are good things to look for when interviewing a candidate - and also very useful things to consider for your own resume when you are the candidate.  To make this effective a candidate should read the job description and then tune the resume so that their prior experience highlights the most relevant prior achievements that best align with the requirements for the new opportunity.  Too many candidates just launch the last draft of their resume rather than carefully reading the job description and/or without specifically addressing the specs in the job description.  This is akin to sending a boilerplate engineering or business proposal and it will generally lose to an engineering or business proposal that actually addresses the customer's specific decision-making criteria and priorities.  A better mapping between the resume and job description will help the right candidates surface to the interview stage and also make for better Q&A during the interview.  Finally, it's useful for the interviewer to remember that any candidate good enough to possibly earn the job might have some other opportunities so it's important to not only qualify candidates but also sell to them about why the position and the company represent a good career opportunity just in case they turn out to be the winner.  You want the candidate to not only be qualified but also enthusiastic enough to accept your offer.  Even if a candidate doesn't win an offer you want them walking away admiring your company in case they show up later as a potential customer, partner, or consultant/recommender.

thm_w:

--- Quote from: S. Petrukhin on December 15, 2020, 12:30:35 pm ---A long time ago, I applied for the position of head of the call center. I was asked: "what task do you consider the main one", I answered: "tell the customer to go to hell so he doesn't call again." I was denied a position... People don't like the truth in the face.  :)

--- End quote ---

Thats not the truth though. Generally the task is to get the customer off the phone as fast as possible while still having a high feedback rating.
Maybe things work differently in Russia, or, maybe the issue was your personality.

TimFox:

--- Quote from: tggzzz on December 15, 2020, 03:26:58 pm ---Cue the possibly apochryphal story of a UK driver being pulled over in the US by a cop, who was impressed that his (paper!) driving licence had endorsements on it.

--- End quote ---

I believe the officer issued a "citation" to the driver.

james_s:
US drivers licences have endorsements on them too, though they're not paper. You need an endorsement to ride a motorcycle, not sure what others there are. Personally I think an endorsement should be required to drive a 4WD vehicle due to all the idiots who think 4WD makes them invincible in snow but that's another matter.

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