Comments on: If You’re Hiring, Answer These Questions First http://jrothman.com/blog/htp/2008/03/if-youre-hiring-answer-these-questions-first.html Hiring technical people and being hired can be difficult, no matter what the economy is doing. Use the tips here to hire better, or find a new job. Sat, 30 Aug 2008 07:09:40 +0000 http://wordpress.org/?v=2.6.1 By: HR World » Blog Archive » Wednesday Links: GPAs, China Business, Interviewing and the Perils of Hostility http://jrothman.com/blog/htp/2008/03/if-youre-hiring-answer-these-questions-first.html#comment-1668 HR World » Blog Archive » Wednesday Links: GPAs, China Business, Interviewing and the Perils of Hostility Thu, 13 Mar 2008 03:39:56 +0000 http://jrothman.com/blog/htp/2008/03/if-youre-hiring-answer-these-questions-first.html#comment-1668 [...] Hiring Technical People has a list of questions that interviewers should have the answers to before interviewing. Check it out here. [...] [...] Hiring Technical People has a list of questions that interviewers should have the answers to before interviewing. Check it out here. [...]

]]> By: Michael Felberbaum http://jrothman.com/blog/htp/2008/03/if-youre-hiring-answer-these-questions-first.html#comment-1665 Michael Felberbaum Wed, 12 Mar 2008 22:11:39 +0000 http://jrothman.com/blog/htp/2008/03/if-youre-hiring-answer-these-questions-first.html#comment-1665 Here is my two cents: the question of results and performance measurement are often the most difficult to answer. How specific is a specific result? What about the instances in which the project is nascent or largely undefined? What about high level roles in which the problem is there, but the results and the "path" is not well understood? These are everyday situations we run into on the hiring side and the candidate side, so we try to be as clear as reasonably possible in thinking about these types of questions. Many managers want a new hire, especially if the person is high-level, to define the results and create the plan - so there is a sense of autonomy and ownership. Your post is a reminder that these are very valuable questions to keep in mind! Here is my two cents: the question of results and performance measurement are often the most difficult to answer. How specific is a specific result? What about the instances in which the project is nascent or largely undefined? What about high level roles in which the problem is there, but the results and the “path” is not well understood? These are everyday situations we run into on the hiring side and the candidate side, so we try to be as clear as reasonably possible in thinking about these types of questions. Many managers want a new hire, especially if the person is high-level, to define the results and create the plan - so there is a sense of autonomy and ownership.

Your post is a reminder that these are very valuable questions to keep in mind!

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