Most managers have had the experience of interviewing and subsequently hiring a candidate who later turns out not to be the right person for the job. The process of poor selection can be a learning opportunity – at best.
What you look for and what someone else looks for in a candidate are likely to be quite different. But by developing a process, defining the position, and nailing down your questions well in advance before interviewing candidates, you vastly increase the likelihood of a successful hiring decision.
In this article, Karen O’Keefe discusses five key activities that make the difference between a successful hiring decision and a not-so-successful one.
Read: Five Secrets to Successful Interviewing and Hiring and then leave a comment here if you have additional tips you’d like to share from your interviewing and hiring experiences.
If you have a group of stressed out and overworked technical writers and need to add to your staff, hiring the right technical writer can be a challenge. In his Considerations for Hiring Technical Writers, Philip Rastocny provides some tips on the hiring and interview process and what you might look for in exceptional technical writing candidates that will best fill the needs of your group of technical writers.
In Rastocny’s article, the scenario is this:
Your department is growing … things are starting to get out of control … your staff is about to mutiny. So it is time to expand your group. You already know what skills you need to handle the tasks, but what other assets can you get at the same time? Characteristics of a technical writer vary from individual to individual, and knowing what to look for before the interview process begins is half the way to hiring the right individual the first time.
Read: Considerations for Hiring Technical Writers
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by Karen O’Keefe
The technical communications profession involves a unique mix of technical and communication skills, which is not easy to find. Most managers have had the experience of interviewing and subsequently hiring a candidate who later turns out not to be the right person for the job. This situation begs the question of how to identify which candidate is a good fit for a given position. The answer is that there are five key activities that make the difference between a successful hiring decision and a not-so-successful one. We have all been on both sides of the interview, and this article will attempt to make you, the interviewer, more successful.
This article covers five key activities, including:
- Writing a Detailed Job Description
- Making Sure the Setting/Environment is Conducive
- Conducting a Programmed Interview
- Using Multiple Interviewers
- Considering Testing