I work in a science lab and generally potential candidates (after they've gone through phone screenings) are given a tour of the lab along with a description of their duties, we speak to their references, and we take them on their word either in person or in their resume that they can 1) do what they claim to have done in the past (this comes up when we talk to their references) and 2) perform the functions described in the new position.
The interviews are pretty casual and it allows everyone to get to know each other and basically determine if there will be any personality clashes. For higher level positions, the candidates usually present their previous work in a seminar to a mixed audience--think mini-doctoral defense.
For those of you involved in the hiring process, how many of you use some kind of skill assessment on the day of the interview to ascertain #2 or how much training it will take to get them up to speed?
I'd be interested to hear what other techniques you employ to determine if you are choosing the best candidate.
Thanks,
Paul
The interviews are pretty casual and it allows everyone to get to know each other and basically determine if there will be any personality clashes. For higher level positions, the candidates usually present their previous work in a seminar to a mixed audience--think mini-doctoral defense.
For those of you involved in the hiring process, how many of you use some kind of skill assessment on the day of the interview to ascertain #2 or how much training it will take to get them up to speed?
I'd be interested to hear what other techniques you employ to determine if you are choosing the best candidate.
Thanks,
Paul
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