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Subject:RE: Another interview thread ... From:"David B. Stewart" <dbstewart -at- dswrite -dot- com> To:"TECHWR-L" <techwr-l -at- lists -dot- raycomm -dot- com> Date:Thu, 14 Jun 2001 08:18:02 -0500
>
> We may not be looking so much for someone who can write code as we are
> looking for someone with a developer's attitude,
> understanding, and passion
> for current and emerging technologies.
>
Charlie Montgomery's contribution touches on some of the issues many of us
have confronted in trying to get past the agencies and HR folk. My opinion
is growing more harsh, but I find the people screening applicants are often
rather dim bulbs when it comes to screening applicants. Many are simply
incompetent. HR and agency folk are supposed to be adept at understanding
needs of clients and managers.
Conversely, managers are supposed to adequately define their needs to the HR
and agency personnel. If the needs are not properly communicated, how can a
manager expect to get the needed results from a third party?
Screeners have rejected my resume outright because it has no past position
titles that explicitly state "Technical Writer". They have (admittedly)
regularly ignored summary and accomplishment details that provide qualifying
data. This moves me to re-think and sway from the recommended resume
formats, but you can't please everyone.
If a hiring manager is looking for passionate or evangelistic technology
attitudes, the job requirements and screening data had better communicate
that need in certain terms! As a past hiring manager, I was fortunate to
have no one screening applicants but myself. Our HR staff consisted of a
single (and very capable) person. I needed generalists with knowledge in
any of several technical areas. I built and managed a team which shared
broad backgrounds. Rather than a single list of requirements, my job
descriptions listed a set of qualifying skills for which a match in _any_
set would be cause for consideration. In my view, technical writers are
also technical generalists.
Any manager not getting the applicants you like? Review your requirements
then thump yourself and revise them if you find you are being too specific.
If you want passionate generalists, state it clearly. Get the word out!
Thump your agents if they aren't applying your needs to the screening
process. If possible, _dump_ your agents if they continue to fail you. A
large pool of qualified candidates is longing for your assistance!
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