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RE: Evaluating Candidates Using Tests, Logic Questions, and Similar
Subject:RE: Evaluating Candidates Using Tests, Logic Questions, and Similar From:"Sharon Burton" <sharon -at- anthrobytes -dot- com> To:<dgreen -at- associatedbrands -dot- com>, <techwr-l -at- lists -dot- techwr-l -dot- com> Date:Fri, 17 Nov 2006 07:40:05 -0800
Unfortunately, it takes us 3 to 6 months to teach a writer what our
technology does so that they are producing good material. If I invest 6
months in you and discover you are not learning our tools and technology or
are not writing what I needed, I've lost that time AND you may be impacting
our ability to deliver on schedule. So I have to keep you for another 6
months because the risk to the projects is such that I can't dump you and
start over. We'll just have to fix your writing to get what we need, adding
a load to my already overburdened excellent writers. (Many of our projects
are a year from planning to delivery.)
You see my problem. I need to have some good idea that you are a good choice
before I bring you in.
Gene made a _very_ good point with his reminder that "temp to hire" is a
great way to test a prospective employee's abilities.
[snip]
My own limit for "temporary" contracts has been six months (I'm thinking of
making it much shorter). If a project is not all done within six months,
then it's a "permanent" job and I deserve the benefits of a permanent
employee. Of course, it also depends on the project and the salary.
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