| Topic Name: |
Should the hiring process be changed? |
| Message Name: |
Different Roles In Interview Process |
| Date Posted: |
11/12/2002 |
| In Reply To: |
...at least in the technical fields/companies. These people usually know little if anything about the job they're interviewing someone for, which is a joke. Let them handle payroll/benefit areas and leave the interviewing to people who know what to ask. |
| Message: |
In the most effective companies, especially well-performing technical companies, team interview processes are utilized. In these team interviews, each team member has specific competency areas that they review in the interviews and some overlapping areas for comparision. Where I work HR or the manager does not do a technical interview - we have a technical peer from the work area do that. However, there is much more to working somewhere than technical competence. That is what the manager and HR focus on. Any manager or HR person that claims to be able to do an in-depth technical interview is not being honest with themselves. We each have our roles. But, I can tell you this, most good HR people know a heck of a lot more than you might think. The important thing is, however, that we divide and evaluate the candidate from multiple angles. Then, we consider the candidate for the wholistic perspective and not just technical know how. We have found that we can more easily train people on the technical know-how if they have the ability to learn than we can train them on how to play well with others and perform to cost, schedule, and quality requirements.
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