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    <title><![CDATA[Discussion on Hiring manager talks about what turns him off most in an interview ]]></title>
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        <title><![CDATA[2nd point: answer with how you would use the information]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3456299]]></link>
        <description><![CDATA[The 2nd point is a typical case of miscommunication: ???When I ask a question about how you would approach doing something based on some information I give you or an experience from your past, I expect you to answer how you would use the information to achieve your objective.&quot; When I read this sentence, I understand the question to be to say how I would approach the situation based on some background information given to me. In other words, the background information is meant to give me some understanding of the situation enough for me to answer the interviewer's question. But it seems that the interviewer in this example was actually looking to hear how the candidate would use the information to approach the situation. In other words, the interviewer wanted to hear what assumptions the candidate was making on the situation based on the information provided, and how those assumptions were worked into the approach the candidate would end up deciding on. I find that as a society, we have become very sloppy in the way we structure our sentences and don't respect grammar very much. Most people don't really think through how they are phrasing their questions and the fact that how the question may sound inside their own minds may not be the same way it is heard by the other person. Then, simply expecting people to read your mind is... well... arrogant and obtuse.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3456299]]></guid>
        <dc:creator><![CDATA[floram]]></dc:creator>
        <pubDate>Wed, 01 Jun 2011 21:07:24 -0700</pubDate>
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        <title><![CDATA[Buzzwords]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454788]]></link>
        <description><![CDATA[Another data point in my hypothesis that HR creates problems they then purport to solve. Try looking for an employee without HR's 'help' and then see if you can find people not proficient in buzzwords.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454788]]></guid>
        <dc:creator><![CDATA[kjmartin@...]]></dc:creator>
        <pubDate>Fri, 27 May 2011 07:56:59 -0700</pubDate>
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        <title><![CDATA[More buzzwords]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454715]]></link>
        <description><![CDATA[I just think it's hilarious and ironic that HR types created all of these buzzwords and corporate-speak, and now they're annoyed when a candidate uses them because they're meaningless!  Whose fault is that???]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454715]]></guid>
        <dc:creator><![CDATA[oldbaritone]]></dc:creator>
        <pubDate>Fri, 27 May 2011 05:20:19 -0700</pubDate>
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        <title><![CDATA[Hiring managers tasked with procuring free consultancy]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454683]]></link>
        <description><![CDATA[Sometimes, companies list out all the problems they would need to hire consultants for. This list is handed over to the hiring manager who then asks the candidates the &quot;exact&quot; solutions to those problems in interview mode. By the time hundreds of candidates have been interviewed, a plethora of solutions would have been compiled and the management simply has to choose the right solution, having gained valuable insights. No candidate needs to be actually hired. And all this for the cost of a newspaper advertisement. Some of the top companies have adopted this practice.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454683]]></guid>
        <dc:creator><![CDATA[sn.roy@...]]></dc:creator>
        <pubDate>Fri, 27 May 2011 01:07:47 -0700</pubDate>
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        <title><![CDATA[Took words right out of my mouth]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454633]]></link>
        <description><![CDATA[It is these mutually exclusive requirements which make it so difficult to know what the interviewer is truly looking for.  Most job postings are laden with team, team, team and a healthy dose of corporate buzzwords.  Use these team and buzzwords and you are not independent or creative.  Use I and thoughtful speech and you are egotistical and incapable of making it in the difficult and political corporate environment.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454633]]></guid>
        <dc:creator><![CDATA[beckiebr]]></dc:creator>
        <pubDate>Thu, 26 May 2011 18:42:08 -0700</pubDate>
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        <title><![CDATA[Probably not based on their ability to hire good people though]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454569]]></link>
        <description><![CDATA[Most of my interviewing 'experience; is from being interviewed poorly. It not's really the setting (given there's no stupid distractions), it's turning it in to a formal interrogation, done by Sargeant Schultze....I've only ever done one informal interview, enjoyed it but the job was crap...]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454569]]></guid>
        <dc:creator><![CDATA[Tony Hopkinson]]></dc:creator>
        <pubDate>Thu, 26 May 2011 16:57:06 -0700</pubDate>
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        <title><![CDATA[Wrong people are doing the interviews]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454578]]></link>
        <description><![CDATA[I've never understood the whole point of formal interviewing in the first place. You're both attempting to be on your best behavior, only neither one of you knows what that means to the other! Its a 'lose-lose' to throw a buzz in there~ I agree with a large number of comments, somewhere in the use of the technology we all work with, a beast has been created of buzz words, standard useless questions and my favorite; personalized 'star' syndrome and the 'There-is-no-I-in-TEAM' syndrome.  When I'm asked in an interview to glorify something by an interviewee...you are all so right, it tells me more about them and the company culture than they wanted to know. Then when I'm asked to define something and all they are doing is looking at my shoes and scowling...well, I know one thing. Interaction between humans is more open in an active environment and I'd do better playing a round of pool or go bowling with someone to actually have a decent conversation on a level we can both understand. If you are a great employee and a terrible interviewer....its not a case of 'not-fair'; its a case of 'what am I doing wrong as a hiring person/manager'. Not because there is a right and a wrong here....only ways in which people do not step up to the plate to find the best solution for a companies issues. And that includes the hiring manager....who was once hired for that position....OH! the irony ~]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454578]]></guid>
        <dc:creator><![CDATA[Raingirl]]></dc:creator>
        <pubDate>Thu, 26 May 2011 13:56:25 -0700</pubDate>
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        <title><![CDATA[Mindreading would be a plus on both sides]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454574]]></link>
        <description><![CDATA[Have a  vote.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454574]]></guid>
        <dc:creator><![CDATA[Tony Hopkinson]]></dc:creator>
        <pubDate>Thu, 26 May 2011 13:31:20 -0700</pubDate>
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        <title><![CDATA[Tell me about a time when ...]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454570]]></link>
        <description><![CDATA[Well, I was in this interview for a technical position, and the HR drone asked &quot;Tell me about a time when ...&quot;I've found over time that the best technical candidates loathe behavioral to the point of not even considering an offer from firms who use it in interviews.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454570]]></guid>
        <dc:creator><![CDATA[Too Old For IT]]></dc:creator>
        <pubDate>Thu, 26 May 2011 13:02:16 -0700</pubDate>
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        <title><![CDATA[Is it any wonder...]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454551]]></link>
        <description><![CDATA[Is it any wonder why with clowns like this doing the hiring that companies are unable to fill open IT positions with US workers and end up outsourcing the work?]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454551]]></guid>
        <dc:creator><![CDATA[DLClark]]></dc:creator>
        <pubDate>Thu, 26 May 2011 12:33:49 -0700</pubDate>
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        <title><![CDATA[Yep!]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454476]]></link>
        <description><![CDATA[#1: If I get a candidate who did all those things on his/her own I get serious doubts. When I look at my team, everybody gives feedback/help/suggestions to everybody. Nobody can claim &quot;it did this on my own&quot;. Well, I had 1 person who had this attitude and I fired him.#2: Ask the interviewer what &quot;added-value&quot; their company creates for its customers  See how many buzz-words you get as a reply. Even better: ask to see the corporate powerpoint. Nice thing is that you get to hear all those buzz-words from 4 years ago because only in IT they change every seazon.#3: Tell me about... I'd reply that you can't go in too deep on this matter because you'd give away too much confidential information. 2 birds with 1 stone: you show your integrity and you tell them to mind their own business. Most of the time I get such questions when they haven't read your resume. Tell me about why you chose for a career in IT, tell me about the latest crisis you had to manage (the one 10 minutes ago?), tell me about how you handled an angry customer (put phone down and went for a coffee), tell me about the last time a project failed (I can't read minds, if the customer doesn't know what he wants, let him find someone else to waste time or find a therapist)Yes, I'm a down-to-earth, hands-on guy who gets a rash from all that hot air. Cloud anyone?]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454476]]></guid>
        <dc:creator><![CDATA[pivert]]></dc:creator>
        <pubDate>Thu, 26 May 2011 09:33:33 -0700</pubDate>
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    <item>
        <title><![CDATA[little help from interviewer, here...]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454474]]></link>
        <description><![CDATA[I agree with the majority of these comments, but if the interviewing manager is consistently disappointed with the direction of the responses, he needs to be more specific in his questions, e.g. &quot;I realize and appreciate that you functioned as part of a team; that's important.  But what I'm looking for is to hear more of what you, as an individual, contributed to the project.  That is important to me/us because...&quot;This not a competition between interviewer and the interviewee for who has the most savvy to read minds during inquiries.  The goal for you, the interviewer, is to get to the underlying answers you are seeking in order to best gauge the fit for this person in your company.  If you can help the candidate to understand your goals and provide those answers to you (be they right or wrong) - why not?]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454474]]></guid>
        <dc:creator><![CDATA[lja4comm]]></dc:creator>
        <pubDate>Thu, 26 May 2011 09:24:23 -0700</pubDate>
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        <title><![CDATA[What really pisses me off about hiring managers]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454459]]></link>
        <description><![CDATA[If you want to hire a person for specifically what personal skills they bring to your job; you???d better damn well not be emphasizing you want a team player first.  You???re looking for a specific gear with the right shaped and sized teeth, not a can of grease.  This is one reason why it???s better to be interviewed by the manager/supervisor rather than some HR schmuck who doesn???t really know the job.  The manager is looking for the skills, HR has a predisposition to looking for charismatics and schmoozers.&quot;How you would approach doing something based on some information I give you or an experience from your past, I expect you to answer how you would use the information to achieve your objective.&quot;  The hiring process is adversarial.  The questions every job applicant is considering are: are they looking for a solution to a specific problem, or are they looking for someone to solve lots of problems for them? How many times a so-called hiring manager has used that methodology to dig up solutions to a problem and then not hire anybody?  That???s probably even more prevalent in today???s employment climate, especially where a job remains open for indefinate periods of time and the company takes forever to get back to you.  You just gave them the solution to their problem at the cost of a cup of coffee, a doughnut, and an hour or so of their time (per job applicant.)  Unless the employer/HR rep has provided sufficient good faith up front, they deserve only the vague, 40,000 foot general view.Your ???Tell me about a time when??? kind of question is really just a rehash of peeve #2.   ???It depends??? is an initial response that the interviewee is acknowledging your question and realizes that it???s not a cut and dried response.  Give them a minute (well, 15 to 20 seconds) to consider how to answer it and provide a more indepth response, or realize they don???t know you want more than that.  I really hate when they hear that and immediately tune out the rest of the interview as a ???no hire???.  One of the best interviews I sat in on was one a couple decades ago where that question was asked and the guy looked around the office, and asked to borrow the flip chart there.  Sketched out the situation he???d had and then gave his answer.  But he was a visual thinker, not an all-in-the-head type, and had plenty of balls to coopt our own supplies for it.  He also got the job.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454459]]></guid>
        <dc:creator><![CDATA[Dr_Zinj]]></dc:creator>
        <pubDate>Thu, 26 May 2011 08:55:24 -0700</pubDate>
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        <title><![CDATA[A-*********-men (to 90% of the comments on here)]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454435]]></link>
        <description><![CDATA[I 100% agree with most of you. These companies need to stop BS-ing, get to the point, and APPRECIATE a job candidate that has the skills necessary to do the job at hand.They say team team team but now all of a sudden get pissed if you don't talk about i i i? Fro now on I'll be straight shooting in an interview, regardless of what mindless crap the hiring manager has read that morning about how candidates should act. I used to give straight answers, act like myself, dress in what I was planning to wear to work every day, and pull no punches in my answers to interview questions - and I was offered every job I interviewed for. Of course that was back in 00-06... I bought into the whole song and dance routine for job interviews in the past several years and you know what? I've been offered ONE, 1, uno, job out of the dozens of interviews I've gone on. I'm going back to the 06 days...I don't interview well when I can't be myself and give the answers that are best for ME to give - which translate into the answers that are best for the hiring manager to hear. Whether he likes it or not.My advice to everyone on here: be yourself. Don't worry about getting the job or not getting it. Answer questions the way you feel they should be answered, and remember that above all, the job needs you, not the other way around. Don't worry about what these hiring managers feel is the flavor of the week for interview tactics, you're just setting yourself up for failure.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454435]]></guid>
        <dc:creator><![CDATA[vampyreapocalypse]]></dc:creator>
        <pubDate>Thu, 26 May 2011 08:14:19 -0700</pubDate>
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        <title><![CDATA[Poor Interview Skills]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454434]]></link>
        <description><![CDATA[It sounds to me that this hiring manager doesn't have the skills to conduct an interview.  I think the manager should take some classes or read some literature on how to conduct an interview.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454434]]></guid>
        <dc:creator><![CDATA[ganeal@...]]></dc:creator>
        <pubDate>Thu, 26 May 2011 08:09:06 -0700</pubDate>
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        <title><![CDATA[Pet Pevee #1]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454407]]></link>
        <description><![CDATA[I am currently searching for a job.  Everything I have learned so far revolves around a team and how I can fit into the team.  Whenever I have been in a team I don't refer to me or I. I refer to the team as us, we, the team.  I am sure there is a balance, but what is it?  I also agree with a lot of what other people have said above.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454407]]></guid>
        <dc:creator><![CDATA[james.m.newman]]></dc:creator>
        <pubDate>Thu, 26 May 2011 07:45:02 -0700</pubDate>
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        <title><![CDATA[If the perfect employee is out there, why do we need managers?]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454416]]></link>
        <description><![CDATA[Your comment is quite astute.  I feel as though I have been forced into a mold because of the technology database searches that have to be sated.  I also feel as if many of the interview questions are double-edged swords.  If I seem too confident, I'm not a team player.  If I am too much a team player, I cannot think for myself.I also feel as though managers are looking for the perfect employee.  If everyone were perfect, nobody would need to be managed.  Management is an art, but nobody wants to do it anymore.  Interview postings seems to present interviewers as people looking for the employee that will cause them the least amount of work.  Irony at its best.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454416]]></guid>
        <dc:creator><![CDATA[efernandez@...]]></dc:creator>
        <pubDate>Thu, 26 May 2011 07:35:11 -0700</pubDate>
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        <title><![CDATA[Yes. And Yes!]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454410]]></link>
        <description><![CDATA[nuff said]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454410]]></guid>
        <dc:creator><![CDATA[nyexpat]]></dc:creator>
        <pubDate>Thu, 26 May 2011 07:20:31 -0700</pubDate>
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        <title><![CDATA[buzzwords]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454400]]></link>
        <description><![CDATA[I have to agree with Bubba on this. Just check out some of the job descriptions out there. And then check out the resumes you get. Because of those key word searches from the resume &quot;bots&quot;, applicants have been told to make sure that their resumes match up. So what then? All the resumes begin to look/sound the same.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454400]]></guid>
        <dc:creator><![CDATA[nyexpat]]></dc:creator>
        <pubDate>Thu, 26 May 2011 07:18:56 -0700</pubDate>
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        <title><![CDATA[Thank you]]></title>
        <link><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454389]]></link>
        <description><![CDATA[Very well put. You have found what you are looking for in a candidate and will get to the heart of the interview, step by step. Your criteria is 1,2,3, and you will not try to trip up your candidates, no games. That gets you people you can trust to make you job not only easier, but also give you a way out of the turnover torture.]]></description>
        <guid><![CDATA[http://www.techrepublic.com/forum/discussions/102-344809-3454389]]></guid>
        <dc:creator><![CDATA[randallizm]]></dc:creator>
        <pubDate>Thu, 26 May 2011 07:18:27 -0700</pubDate>
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