• strict warning: Non-static method view::load() should not be called statically in /home2/harrissi/public_html/home/sites/all/modules/views/views.module on line 906.
  • strict warning: Declaration of views_handler_argument::init() should be compatible with views_handler::init(&$view, $options) in /home2/harrissi/public_html/home/sites/all/modules/views/handlers/views_handler_argument.inc on line 744.
  • strict warning: Declaration of views_handler_filter::options_validate() should be compatible with views_handler::options_validate($form, &$form_state) in /home2/harrissi/public_html/home/sites/all/modules/views/handlers/views_handler_filter.inc on line 607.
  • strict warning: Declaration of views_handler_filter::options_submit() should be compatible with views_handler::options_submit($form, &$form_state) in /home2/harrissi/public_html/home/sites/all/modules/views/handlers/views_handler_filter.inc on line 607.
  • strict warning: Declaration of views_handler_filter_boolean_operator::value_validate() should be compatible with views_handler_filter::value_validate($form, &$form_state) in /home2/harrissi/public_html/home/sites/all/modules/views/handlers/views_handler_filter_boolean_operator.inc on line 159.

Recruitment − The Technical Gotcha

Sometimes when they’re hiring, especially for technical positions, managers use a strategy of trying to trip a candidate up with in-depth technical questions, thinking that it’s a good way to test the person’s skill.  This is unlikely to be the case, however, for several reasons.

For one, articulating or explaining how to do something of this sort under interview conditions is not always an indication of a person’s ability to do it.  People with in-depth knowledge of some technical matter have often reached the point where their work is second nature to them; they do things in a state of flow, and they would often be hard pressed to explain all the steps systematically and methodically.  It doesn’t mean they don’t know what they’re doing; far from it.

Secondly, you may only be testing theoretical, text-book knowledge, which is often quite different from a practical ability to do the job.  Your questioning could be completely irrelevant.

Thirdly, technical people aren’t necessarily all that articulate or verbal; you may just be testing their speaking skills, which could also be completely unrelated to their job abilities.

And finally, such an approach can cause a manager to lose sight of all the other factors one should look for in an employee, such as problem-solving, initiative, reliability, relationship-building, and so on.

Before you use such a technique, make sure that the information it provides you about your candidates is what you really need to know about them. 

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