FW: RE:writing tests

["Kit Brown" <kit -dot- brown -at- comgenesis -dot- com>]

Interestingly, this thread showed up on the STC-Independent Contractors
list.

Personally, I don't like writing tests. Most of them are poorly designed and
highly subjective. In addition, for those of us who pride ourselves on the
excellence of our work, many times the example is sooo bad that we would
want to redesign as well as re-write (and that's usually outside the scope
of the test). Many people who would make excellent employees and who are
good writers/editors are also not good test takers. As someone else pointed
out, they would want the time to learn the product and to understand the
needs of the audience before ever putting pen to paper (or fingers to
keyboard). Such tests might be somewhat useful for hiring interns or very
junior staff, but even then they are of limited value, and you can usually
tell by someone's resume and cover letter whether or not they have the
writing basics down.

Also, at this stage of my career (16 yrs as a
writer/editor/trainer/consultant), my problem solving skills and people
skills are far more important than my writing and editing ones. If they
can't tell by my interview skills, extensive portfolio, meaty resume, and
several awards (not to mention the fact that I've taught tech writing at the
university level), then I probably don't want to work for them.

As to the guy who had the 2 tests, one of which was observed, I would
probably not want to work there and would not even bother with the test. The
standing-over-me-while-I-work test is a good indicator of that company's
management style, and I know that I do better with the "here's the problem,
go figure it out" manager than the "stand over me and micromanage everything
I do" manager, especially at this stage of my career. (Also probably why I
like being my own boss :->)

As a manager, when I'm hiring someone, I look at the whole package. Can they
play in the sandbox with others? Are they curious? Are they positive, upbeat
people? Do they ask thoughtful questions? Do they have the skills? How do
they organize information? How do they respond to pressure? How do they
problem solve? Are they a good fit for the team? Will they stand up for
their ideas, even if others disagree (I don't want clones of me; I want
people who have skills in areas I don't and who are excellent at what they
do)? How well do they communicate in all aspects of communication (someone
who is only able to communicate in written form and who is uncomfortable
expressing ideas verbally is of limited use to me)? I do behavioral
interviewing to find these things out, and I am very rarely wrong. 

This is a bit tangential, but I also think you get what you expect. I am
very clear and specific with new hires about my expectations, I make sure
that I'm giving them the support they need (while getting out of their way
so they can do their jobs), and I demand excellence from those who work for
and with me. I usually get it.

Regards,
Kit Brown
Principal
Comgenesis, LLC
PO Box 140092
Boise, ID  83714
+1 208.343.8706
kit -dot- brown -at- comgenesis -dot- com

"Practice random acts of kindness and senseless beauty"



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