3 ms·
Usually that would be the job of an HR person. Design for the worst case: if a candidate is bad at working with others, you don't want to expose your staff in o
by derefr 5y ago
Usually that would be the job of an HR person. Design for the worst case: if a candidate is bad at working with others, you don't want to expose your staff in other departments to them unnecessarily. (This is why, in most orgs, the "HR pass" is usually the first pass, before any technical qualification — you don't want some random asshole engineer verbally abusing / sexually harassing / etc. your engineers during an interview. HR people are trained to deal with random assholes — they have the verbal judo to calm them down, and the trained-in wherewithal to shut down interviews early rather than trying to trudge forward. People without HR experience, don't.)
- bigbillheck 5y agoYou have multiple assessors for personality fits in the same way you have multiple assessors for technical ability. I mean, I've certainly interviewed candidates where I thought they did great and should be hired, while coworkers--who talked to the very same person barely an hour apart--thought they were idiots who shouldn't even have gotten in the door. (Or vice versa). Personality fits work the same way. (For example, maybe I was the only one to whom the candidate complained at length about their previous employers, or, being a dude, the only one to whom the candidate's sexism wasn't apparent).