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The points below are valid _but_ most hiring managers need
to make cuts before the applicant gets to the candidate stage.
There is no time to ask everybody about everything. You have
to find filters that let you put most of the resumes on the
'don't bother' pile.
This is a case where a false negative (rejecting a good
candidate) is less costly than a false positive (hiring a bad
candidate).
Jim Shaeffer (jims -at- spsi -dot- com)
> -----Original Message-----
> The real question is: Can this person do the job? If you
> have questions, ask the candidate to explain. Then, if the
> candidate seems like a good fit (qualms aside), go deep with
> your reference checks until you're either satisfied or not.
> But don't reject out of hand based on assumptions, rumors,
> or emotion; there's enough of that stuff in the rest of life.
>
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