I am looking for interview questions for as many IT titles as possible to construct templates for hiring within my technology company. Dawn Boyer, Zeltech ([email protected])
I am a recruiter in more of a generalist position versus a technical recruiter. I'm trying mightily to hone my skills and tools to make my job performance outstanding to my managers.
I am looking for a source for interview questions for any/all IT skill sets that I can copy, paste, steal, upload into my ATS system to assist me in finding the best qualified candidate(s) for all my company's IT tech jobs.
Would anyone be able to assist me, send me freebies, or direct me in the correct direction or source where I can find these tools?
Thanks! Dawn Boyer
Corporate Recruiting Manager
Zel Technologies, LLC
Hampton, VA
www.zeltech.com/employment
[email protected] Saving Changes...
Sort By:
Bipin Lekshmanan PMPProject Manager| Wipro TechnologiesEdison, Nj, United States
I found a recent article on CIO.com that would benefit you as a hiring manager. I believe it's in last months issue. Try www.cio.com Saving Changes...
Dawn - after several years in consulting - both hiring as well as interviewing - the attached series of interview areas were very helpful in establishing a framework when evaluating talent. The areas are very broad, and should be used to develop open ended questions - such as "Tell me about a time when...". The quality of the answer is then ranked against the three areas below each section - good, better, best. Everyone prepares for interviews by reading up on answering the common questions. The purpose of these areas is to avoid specific questions and seek how a candidate responded to specific areas. By using a probe and established evaluation criteria for a response to the probe - a ranking of the candidate becomes simple.
As an example:
Probe: Having a good solution for a problem often entails more than just being intelligent. Often, exercise of good judgment is needed to complement logic in choosing a practical solution. Describe when you used good judgment in solving a problem.
Evaluation of response: Did the candidate systematically gather and evaluate information and use priorities/practical circumstances to guide a decision? Was there avoidance/withdrawal from a problem or an uninformed/impulsive decision?
Similarly, develop a couple of questions specific to your area. This should help you identify candidates that are more likely to fit with your organizational culture - more important than education or skills. If they can't play well with others - then you might as well pass on them now versus having to fire them when they don't work out. Saving Changes...
