Posted on 03/11/2014 9:38:46 AM PDT by ShadowAce
Yeah...the problem becomes when you develop an ear for NLP and you realize the tremendous amount of agenda “pushing” the wrong folks use such techniques for. The subtle use of guilt and shaming is what I most despise certain practitioners of NLP for. It goes right back to the serpent in the garden of Eden.
The word is out that we must “tip toe thru the emotional tulips” to gain our ends, so much so that we ignore the violets being crushed under foot!
I wrote a paper several years back on the decline of HR. it all started with diversity and companies realizing that for some strange reason their job candidates were horrible. This was followed by garbage software that filtered resumes and wasn’t much better.
This is how I did it. I went to HR and said give me every resume for the position I am hiring. Don’t care about requirements. Every Friday from 10:30 to 1:00 I would lock my door, eat lunch and read resumes. Most managers know what they want and can scan a resume in 10-15 seconds.
My phone interview was simple. I introduced myself, said I have your resume and was validating that it was true to the word and not crap. The ones who threw crap against the wall wouldn’t bother showing up for the interview.
My in person started with a handshake and looking the candidate in the eye. Check on confidence. Would ask if the candidate had any questions. If yes, we proceeded. If no, then I would ask a couple of garbage questions, followed with a tour of the data center which led to the exit.
It was simple and effective.
You need to add another 548,000 and 1/2...the fuel tanks and the inner parts of the engines...
Just kidding...I don’t know for sure! ;)
Bookmark
I’m waiting for someone who knows where that number came from.
I said, “keep counting until you get to ‘this one won’t fit’ and subtract one”
Actually, it’s all about the questions you ASK to clarify the question...”with or without seats?” “does that include the cargo area?”, etc.
Tribbles?
I’m surprised how many folks on this thread if the candidate doesn’t have questions at the beginning of the interview they’re no good. I NEVER have questions at the beginning, I might get them during the interview but by the time the interview has begun I’ve learned everything I need to know about the company for that minute. Half an hour later maybe not, for that minute no. Especially in the internet age when I can find out so much about a company before submitting a resume. And when I’m interviewing people the questions they ask usually don’t matter that much to me, maybe if they ask something really off the wall.
My reply:
“An animal? I am an animal. All human beings are mammals. We’re part of the animal kingdom.”
bkmk
Only thing worse is a control freak with short mans disease. That is the worse. They do have high entertainment value, getting them POed for sport was my hobby.
Best laugh I’ve had all day.
I thought so too. He asked me once on the driving range how to quit drinking. Some folks knew I had fought that battle and won. I didn’t like him much so my response was, Don’t drink. He didn’t take my advise. It cost him.
I never said they’re no good. I say they’re not prepared.
Candidates have to differentiate themselves and they have less than a minute to do it. If I am hiring you for an engineering spot, my assumption is that you know engineering as would the other 50 candidates. I want to know why you are different.
Always come prepared. You said it yourself, you can find out so much about a company before sending in your resume. Great! That’s what I am looking for.
Now ask me a question about my company, my job, my team. Engage me. That’s what gets you the job. Not your 20 years of engineering experience.
I guess it’s a matter of order of thinking. As a QA guy I’m innately more reactive than proactive, I want to get a feel for you before I start asking questions. Also as a confirmed cynic I know the questions I REALLY want answers to (how often does upper management make decisions that leave you dumb struck, what are the financials like) aren’t things that should be answered honestly in an interview. You can imply versions of those questions, but again getting a feel for the interviewer first helps you couch the questions.
Thanks, my work situation has gotten such that I’m starting to rev up a search (our upper management ONLY makes shockingly bad decisions), with almost 12 year in one place I’m out of practice on that side of the table. It’s good to get some other takes on it.
It’s a hard process from both sides. It’s impossible not the feel like a sideshow attraction when you’re looking for work. From the hiring side I always felt like I was trying to be a radio shrink, trying to “diagnose” this person in just a few questions when neither of us is free to truly be ourselves. I’ve often felt the best interview possible would be to go to a bar, have a couple drinks, shoot the breeze, comment on whatever sport is on the TVs, maybe give the guy a couple bucks to put in the jukebox and see what he picks. Of course knowing what happened with a few friends whose relationships started in bars maybe that doesn’t work either.
For the second time today: shaddup.
No, that's how we all should be. It tells you quite a bit how far our society has fallen when simply doing the right thing regardless of the circumstance or difficulty is considered being a "hero."
No, the hero's are the men and women serving in our military with honor and integrity while we have a Marxist POC sitting in the White House who undermines their efforts at every chance he gets. They are the ones who deserve that label, as well as our undying gratitude and respect.
Me, I'm pretty average among the group of folks I know.
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