IT Employment

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False information on resume - ever do it?

By silvioandpauly ·
OK folks - still looking for a new job, and I was thinking about stretching the truth on the resume. Things like saying I have a degree (I don't) and certified training on the newer stuff. Look - I don't mean lying about things I don't know about, just the goofy details that get you past the screeners. I learned the new stuff on my own and I can hold my own against most techies....

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Behavioural interviewing

by JamesRL In reply to Grilling Clarification

One of the "grilling" techniques I've used at my current and former employers is based on behavioural interviewing.

The idea isn't to uncover factual problems with the resume, but more to gauge how someone approaches problems or issues. They often start with "Tell me about a time...."

I will admit my company works with a script for these, but the script is only to make sure we ask the right questions - the important thing is the ability to probe and ask followup questions.

I will admit that at a previous employer, I had a staff member from another department interview for my group. They had loads of ambition, but not the right experience. We had to interview as a courtesy, and I used it as an opportunity to do some coaching which she sorely needed.

On the experiencial questions, usually the closing question is something like, what did you learn, or if you had to do it over again, what would you change. She was so overconfident, she told me over and over again that she thought her approach was great and that she wouldn't change a thing. So I had to resolve in my mind that either she was a) absolute perfection, b) totally self absorbed and slightly dellusional or c) very afraid of being honest. Because if we don't look at how we handle tough situations and learn to improve, we can't be good managers.


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Tell me about a time.

by orabox In reply to Behavioural interviewing

Thanks for the flash back James. I had an interview once where I did a panel interview and they focused on behavioral style questions; it was the worst interview I have ever gone to and I have been to many. In this instance 5 people sat on one side of a long conference table with me on the other side (Me vs Them) they took turns asking me questions like ?Tell me about a time you helped someone with something they were doing wrong? Just the fact that I had never been in a five person tag team interview was enough to get me nervous and asking these insane (in my eyes) questions through me for a loop.

I myself do not believe in either of two practices and would seriously reconsider if I would work for anyone which employed such tactics. Now that I am an in demand professional I find myself interviewing companies while they interview me. I know there are allot of others out there that do the same; friends of mine have walked out on interviews; a practice I do not recommend by the way; when the interviewer took on a style they did not find appropriate.


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Scripts and a Panel o' Candidates

by Too Old For IT In reply to Behavioural interviewing

"I have some questions that we have to ask all the candidates ..." ACK!!!

I was to an interview recently where 5 candidates were brought in for quesitons from the interview "team". It descended into 4 guys defending themselves and me sitting back taking in the view.

Afterwards, I was taken aside and asked why I had so little to say in ther "interview". I said that it was because it seemed more like being with the losing team in the boardroom on "The Apprentice", and when they were ready to schedule a personal interview, they could call me.

Haven't heard back, and moved on.

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Behavioural verus panel

by JamesRL In reply to Behavioural interviewing

I like behavioural questions. Gives you a chance to see them thinking on their feet, not rehashing scripted stuff. I think it actually gives the less polished people a chance.

But I hate panels. I have occasionally had my boss or someone from HR sit in on the interview to provide a second opinion, but panels are so formal, I don't feel you can actually have the candidate relax, and therefore you dont get to know them.


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Re: Behavioural interviewing

by skydiver44 In reply to Behavioural interviewing

I was Director of Ops at a small ISP (approx 8000 customers) and I did the hiring of our techs, a plus on my side was that I had been a tech for 2 years and before that built computers for 4 years for another company, before moving to the ISP, and up to Dir. so I also did the training of the people I hired. I had no script and I would include at some point the other techs in the interview process and let them ask questions to see if the applicant would fit in with the group. Also I would put them in front of a computer station and ask them to do something, whatever came to mind at the moment. That was a real test of ability no matter degree, certification, or whatever they claimed to have.

Now that I am laid off, I have thought of 'embelishing' my resume because of the dozens of interviews I have been to in the last 6 months I found that the interviewer really didn't know much about IT. I would answer questions and looked to be talking way over they're head. The only thing they would end with is 'do you have any certifications?' yes, I do, but my real world experience goes way beyond any cert I have at the moment. It's tough out there competing with kids that went through alot of 'cram' cert programs which looks good, but have no real world experience...which is hard to demonstrate while sitting in a cushy seat in the HR office.

there ya go, my first vent!
IT guy

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I could not agree more

by tfitzpatrick In reply to Grilling Clarification

I think jfosc has hit the nail on the head. I too have conducted a lot of interviews and I do not have a scorecard that I use to keep track of the right and wrong answers. What I look for is what is commonly known as 'street smarts'. Let's be clear, I still look for the basic skills required for the job, but it must go beyond that. Soft skills are just as, if not more important that just the hard skills. It is the soft skills that are truly tested with the right questions. I don't ask questions where there is a right or wrong answer, but rather I challenge the candidate and see how they react under pressure. You can find out a lot about a person based on how they answer the tough questions.

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Soft Skills and Pressure

by Too Old For IT In reply to I could not agree more

A few of years ago, at an interview where I was sure I wasn't what they were looking for (too old), I answered the question "how do you handle pressure" with "I bottle it up inside, then I go and get schnockerd at the Legion Hall after work."

Was there for years until the owner retired and dissolved the law practice.

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The one time

by JamesRL In reply to I could not agree more

I had someone try to trick me with cleverly worded technical questions, I managed to see right through them. Didn't like the guy, but I took the job knowing he wasn't the boss, but a peer of the boss. A few years later he left and came back as a contractor. I ended up having him work for me, and it fell to me to fire him. Its a small world after all, and first impressions do stick.


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At the same time...

by noyoki In reply to grillers

I've heard stories from a co-worker about people like a kid that put down he "worked with .dll's" on his resume, then was asked in the interview to give what the anacronym actually meant, or even what a *.dll was...

He couldn't.

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Weeding out the embellishers

One candidate (years ago) claimed to have extensive experience with "dose." As we were trying to figure out what he was referring to, it hit us when he mentioned somthing about "dose" 6.2, he was talking about DOS 6.2. Ok, so he has a computer and can read the DOS prompt startup message. "Thank you. Don't call us, we'll call you."

Another one was talking about his "extensive" experience working with a "gwee." Huh? What's a "gwee?" Excuse me sir, would you mind spelling out "gwee?" "Oh sure: G-U-I" (ok... NEXT!)

If you're going to BS your way in, be sure to pronouce your acronyms correctly and know what they mean.

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