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#2 |
Constable of Untruths
Join Date: Oct 2010
Location: Wichita
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I end every interview with 2 questions:
1. Tell me about the best leader you have ever worked for and what in your opinion made them a great leader? 2. What is the best book you have ever read and what about that book made it great? I'm looking for 2 things with these questions: 1. Can the person articulate their thoughts well and is their communication style engaging. 2. What interests/motivates them. |
Posts: 15,112
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#3 |
Starter
Join Date: Dec 2020
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Interviewee "I'm pregnant"
HR Rep at the top of her lungs..."We don't need to know that" Bragging how they accomplished a feat illegally, just to get the job done. Had one supervisor that would make up his mind in the first minute of the interview and give us interviewers a signal to hurry up and ask a few can questions so we can kick this interviewee out the door. |
Posts: 217
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#4 |
Has a particular set of skills
Join Date: Dec 2003
Location: On the water
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I could tell within 2 minutes if we were wasting our time with this interview.
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Posts: 79,469
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#5 |
Starter
Join Date: Jan 2014
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Had an interview last week where there were three interviewers on the call and there continued to be long periods of silence. They all seemed like they were waiting on the other one to ask a question and the main interviewer who would be my manager kept asking them to chime in at any time then they would ask me some question about tell me a time when this happened… it was so awkward and made me feel bad
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Posts: 660
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#6 |
Has a particular set of skills
Join Date: Dec 2003
Location: On the water
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My interviews were highly technical. I've always first just asked, tell me about yourself.... Then go down the path they chose. How they explain the issue, their understanding of the tech involved, how they came up with the solution. Everything I needed was in those answers. You cant fake that.
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Posts: 79,469
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#7 |
It was not a fair catch
Join Date: Aug 2012
Location: Correcting papers
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when we get past the dumb things interviewees say....we can talk about how stupid interviewers are and the pre-interview process in education...led by AI.
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Posts: 37,198
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#8 |
For The Glory Of The City
Join Date: Sep 2002
Location: Kansas City
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The job I hire for has a strange set of skills and people who on the surface who seem like not that great of a catch end up being amazing while really smart articulate people can struggle with it. I think I am honing in on the confluence of skills and how they can show themselves in the interview process but it can be tough. It gets a little better each round of interviews.
I remember when I was younger getting a summer college job the guy interviewing told me "I am going to tell you every bad thing about this job and convince you not to take it...if you are still interested then we can talk. And sure enough that is what he did. Never used the tactic but I am think about it 20 years later so it must of had some impact. |
Posts: 53,653
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#9 |
Just a li'l Evel
Join Date: Sep 2005
Location: Bald. Goatee. Jorts.
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I've had an interview for creative marketing positions in a huge tech company.
Two different people asked me a total of three questions that were obviously from a list of questions. Not until the end of the interview when I asked about the department structure did they say the role was not supervising anyone, even though the title was director. Most of my answers to their canned questions included details about my leadership skills and experience, I would have reduced that had I known this was a 100% maker job and not leading and developing others. I asked about their culture and how they interact. They literally didn't answer the question. Next day the recruiter Calle me they were passing. No way would I have been happy there. |
Posts: 11,852
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#10 |
Veteran
Join Date: Sep 2000
Location: Davis, CA
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When I interview candidates for statistician positions, I like to include questions on basic statistical concepts, because I have learned through the years that there are degree-holding statisticians that don’t know these concepts well enough to explain them clearly and accurately, which makes them less effective for collaborative medical research given that they may be the team member expected to know and account for those concepts in a given setting. Some of the concepts I ask about are ones where it’s ok if the candidate doesn’t know, as there are some concepts that are more specific to a particular area of application and a well-trained person from a different statistical specialty could learn them on the job. For example, a mathematical statistician might have had little to no exposure to certain statistics used when evaluating clinical prediction models. But if a candidate doesn’t know general concepts well, like the definition of a p-value and the properties that a 95% confidence interval estimator should have, that’s a big mark against them.
Statistics attracts some folks who are good at solving math problems but aren’t so good at understanding and applying (and adapting!) statistical principles and methods to practical applications, so you can’t rely solely on impressive math training as a marker of talent. On the other hand, there are a lot of folks with quantitative training who use statistics and think they are statisticians, but when you probe them, you find they never learned foundational concepts. A good candidate will have training on the foundations, be able to explain concepts well, and won’t necessarily be able to do everything we need right away, but will be honest about what they can and can’t do and will give you confidence she can learn on the job. Last edited by DanT; Yesterday at 10:23 AM.. |
Posts: 4,270
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#11 | |
NFL's #1 Ermines Fan
Join Date: Jul 2001
Location: My house
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Posts: 142,064
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#12 |
Court Jester
Join Date: Aug 2000
Location: Orlando
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So is ChatGPT. I’ve been fortunate to have applied for jobs that involved some type of entrance exam. I’ve always done really well on those, especially any with math involved because I’ve been able to multiple large numbers in my head since I was in elementary school, which allowed me to finish these types of exams in no time.
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Posts: 19,890
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#13 | |
It was not a fair catch
Join Date: Aug 2012
Location: Correcting papers
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Posts: 37,198
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#14 | |
Veteran
Join Date: Sep 2000
Location: Davis, CA
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Quote:
![]() Yeah, you have to test those quantitative folks. Lots of folks think they know how to do data analysis, because they've figured out how to use some software, but when you ask them basic questions, you realize they don't really know what's going on. Last edited by DanT; Yesterday at 12:21 PM.. |
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Posts: 4,270
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#15 |
Veteran
Join Date: Sep 2000
Location: Davis, CA
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Now, when I serve on faculty hiring committees, the main thing I am looking for is evidence that the candidate will be able to make the impacts needed in advancing the relevant missions for their job. Those missions are a weighted combination of research, teaching, professional service, and clinical (if applicable). Medical school faculty candidates tend to be very impressive, so there you’re generally pretty confident about most aspects of each candidate and ranking them is based on very fine distinctions.
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Posts: 4,270
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