Re: Testing job applicants

[Steve Sabram <steve@sabram.com>]

I've had two interviews over the last ten years where a written test was
requested.  I refused to take both.  Why?  After looking at the tests, I told
them that the questions asked had no specific application to the task at hand.
In both cases, they were for initial prototyping positions.  If they wanted to
learn about me, then they need to check my references.  I'd let me reputation
speak for itself.

The first interview became verbally hostile and I was walked out of the front
door.  The second interview turned into a nine month contract and the VP was
impressed that I in fact refused to test.  He just happened to overhear the
conversation I was having with the personal director about the futility of
written tests for a development position.

Steve

Jeff Kenton wrote:

> Note:  this was the thread about "Not enough real programmers", but I
>         have hijacked it.
>
> prs@gol.com (Peter Stephenson) writes:
>
> >Yeah, but.
>
> >But HR don't typically understand the 'basic parameters - as people
> >have noted they won't spot the synonyms.  That's why I've used written
> >papers: HR arrange the test, book a room, give them a paper, take it
> >back and send it to me.  They're just about up to that.
>
> How many companies give written tests? My prejudice is that any test you
> give is going to be pretty limited, and that there's nothing it can tell
> you that you can't find out more quickly and more accurately in other ways.
>
> Comments? Experiences?
>
> --
> -------------------------------------------------------------------------
> =       Jeff Kenton                     jkenton@world.std.com           =
> -------------------------------------------------------------------------