It looks like you're new here. If you want to get involved, click one of these buttons!
Subscribe to our Patreon, and get image uploads with no ads on the site!
Base theme by DesignModo & ported to Powered by Vanilla by Chris Ireland, modified by the "theFB" team.
Comments
If the answer isn’t Strat or Les Paul then tell him to GTFO
Rift Amplification
Brackley, Northamptonshire
www.riftamps.co.uk
https://www.youtube.com/watch?v=vcKPUaBbYaM
Not in a weak bladder sense, but in a motivational sense...
If ‘yes’ - say “Good”.
if ‘no’ - say “Well you should be”.
Guaranteed to get the best out of any candidate....
if he does, cut the interview short and call the police
ask him why he wants the role, and how does he think it will help his own career.
Blindingly obvious but unless there’s some development in it for him you won’t get the best out of him in the job.
I see a good hire as one that has a natural curve of development in it. That way on the whole, people stay longer.
you may aim at someone being 80% the finished article in year 1, delivering at 100% in year 2 and exceeding and stretching their role in year 3, ready for a move up.
this builds longevity in to the role and means less recruitment and more time contributing overall vs if you hire someone with loads of skills but nothing to stretch them.
that’s my generic advice for a corporate company to help get things right more often than not. I’d tailor that heavily if I knew more about the situation.
Lot of competency based interviewing these days. Essentially structuring the technical chat so you are asking relevant open questions ( ‘what approach would you take if a customer’s design request seemed impractical’ kinda thing) rather than him going ‘uhu’ in the right places. Thinking of typical scenarios he might have to face and getting him to explain how he would think about them and approach them.
For example a few years ago I did some competency based interviews where I hadn’t written the questions and I felt they were too specific and biased toward internal candidates. However, the person who got the job was an external candidate who didn’t have hands on experience of everything but was, by far, the best at showing how she thought through and approached problems. She was wonderful in post.
I'm not locked in here with you, you are locked in here with me.
It's not @Emp_Fab , is it?
Apparently every sensible human based answer was wrong, and meant you were unfit for the job.
Turns out you had to tell them what they wanted to hear which was ‘I’d open the door and put it in’.
This shows you’ll do whatever they ask, because you can do anything regardless of if the tasks even fucking possible let alone plausible.
Are you fucking serious?
I’m glad I didnt get that job because I’m cool working down here on planet fucking Earth.
All for a nights and weekend retail job that ‘meets minimum wage’.
Fuck off.
Then get this!
Earlier in the year after no less than 3 pissing online assessments, a skype call and a maths test, I woke up early, put my big boy pants on and drove 54 miles to a holiday inn located south of bum fuck nowhere to pay £15.50 for all day parking for this ‘all day’ assessment, only to sit through a gloating pricks life history and a bunch of fake smiles to be kicked out at 10am after the first fucking ‘test’.
Know what the test was?
Jenga.
Motherfucking jenga.
How fuck face international recruitment can judge my ability to sell vehicles on behalf of the actual employer based on my ability to play jenga, is so so far beyond me.
I’m now in my big boy pants in a suit and tie with the top buttons of my shirt undone and my belt half off, sat legs akimbo with my nike trainers on, on the kerb in the corner of a motel car park eating the cold chicken nuggets I brought with me for lunch whilst half smoking a roll up and attempting to work out my life and my way home, looking like a bag of smashed asshole at 10am all the while conjuring up new ways to tell my dad I wasnt good enough.
I’d love to turn up in these peoples homes on occasion, just so I could shit in locations that would leave them confused.
tech side & subject knowledge you should be able to establish quickly (if you know what you want). it's generally either-or, wise owl or bullsh*tter.
the basics, employment history, references (proof that they can cope with work life beyond a summer holiday job) should already be documented on a form with references for you to cross check outside of an interview.
so weight the balance of interview questions towards trying to establish whether they;
a) have a genuine interest in what your company is doing & intend to commit to it (for whatever your min X yrs threshold)
b) want to use you as a stepping stone (training, reference, cv cachet) then run,
c) are just after a get-me-by (to pay bills while they keep looking for something they really want).
so dig into;
commitment to location; family or friends network locally? what do they think of the area (intentions to move)? want to buy locally? (all these dependent on local accomodation factors, LDN different scene to hull).
abiding & guiding motivations; why they want to work for your company & not self-employment? which areas of your company do they most/least want to move into? (where do you see yourself in x years thing). eg; if they have school age children that can be a great motivation to commit to a career. or schooling anbitions & catchments may hint that they intend to move as children progress.
training ambitions? are they hungry to learn some new thing (software or tech)? or do they intend to stretch out the knowledge they have as long as poss before they are forced to learn more? what do you need or want them to learn? are they (really) up for it?
when i used to interview students in education i really liked it. people are mostly quite interesting. everyone has a story & everyone has a reason. & even if they are not right for this job, you may like them & keep them in mind for another, you may learn something about yourself & motivations, or they may even successfully challenge your ideas about what you need in an employee.
but for it to really work, you have to give too. otherwise you both end up in a bullsh*t stand off.
happy interviewing.
Chips are "Plant-based" no matter how you cook them
Donald Trump needs kicking out of a helicopter
I'm personally responsible for all global warming
I want to know about the capabilities the candidate has, and can demonstrate he / she has (to the extent that is possible in the artificial setting of an interview). Those concrete situational questions are the best way of teasing that out in my experience - and can always be made hypothetical as you dig deeper ("OK, so you met the deadline; if instead you had missed it, what would you have done next?")
JM build | Pedalboard plans