How to Decide if a New Hire Will Be a Team Player in the Interview
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Re: How to Decide if a New Hire Will Be a Team Player in the Interview
#2Very similar approach as this article by Tucker Max.
http://tuckermax.me/dont-look-for-talent-find-people-who-do-...
Re: How to Decide if a New Hire Will Be a Team Player in the Interview
#3Wait, people still use "team player" non-ironically?
"♪ The dream of the oh-ohs is alive on Linkedin... ♪"
Re: How to Decide if a New Hire Will Be a Team Player in the Interview
#4Didn't read. But why does all this "Management" experts seems to love awful stock-photos? And why are these Management/HR people always obsessed to come up with rules and guides, as if they ironically are to incompetent to handle people so they need a manual...
Re: How to Decide if a New Hire Will Be a Team Player in the Interview
#5The OP purports to have a way of assessing teamwork-capability based on good interview questions (and I think his questions are spot-on)...but the anecdote he closes with is too pat:
> Many years ago a CFO of a fast-growing Southern California medical products company excluded a candidate I presented for a corporate cost accounting manager spot since he believed he lacked strong team skills and a sense of urgency. This was after a 20-minute “chat.” After I mentioned that the candidate was assigned to lead an international task force to implement a state-of-the-art cost system for a F50 company he quickly relented, re-interviewed the candidate, and hired him a few days later.
As the OP describes it, the overriding factor is: what is the candidate's claimed team-related achievement(s)? In this case, it was "being assigned to lead an international task force to implement a state-of-the-art cost system for a F50 company"...but that doesn't seem enough on its own...for example, was that project successful? seems to be an equally important question...and even the answer to that doesn't definitively quantify that person's ability to work on a team.
To be fair, the OP is describing a situation in which the hiring company apparently made a decision based on first impressions (i.e. mannerisms, appearance, etc.)...which of course is just bad. However, it'd be interesting to hear more in detail what factors were used to assess the candidate that were not found in that initial interview.
Re: How to Decide if a New Hire Will Be a Team Player in the Interview
#6Wait, people still use "team player" non-ironically? "♪ The dream of the oh-ohs is alive on Linkedin... ♪"
You'd think they'd look for cultural fit, but instead they're looking for "growth in terms of the size and importance of the teams the person has been assigned". Feels bigco-oriented to me.
Re: How to Decide if a New Hire Will Be a Team Player in the Interview
#7Didn't read. But why does all this "Management" experts seems to love awful stock-photos? And why are these Management/HR people always obsessed to come up with rules and guides, as if they ironically are to incompetent to handle people so they need a manual...
> rules and guides
Repeatability would be one reason. Asking the same questions to different candidates will help you make better and comparable decisions. The usual "casual chat" interview is heavily biased towards people who are good looking and interview well.
Re: How to Decide if a New Hire Will Be a Team Player in the Interview
#8Very similar approach as this article by Tucker Max. http://tuckermax.me/dont-look-for-talent-find-people-who-do-...
I really like asking questions about what a person has done (especially as personal / home projects), also to a lesser degree what tech blogs they frequent (if they only mention aggregators, thats half a demerit).
What are the weaknesses of these questions?
Re: How to Decide if a New Hire Will Be a Team Player in the Interview
#9Didn't read. But why does all this "Management" experts seems to love awful stock-photos? And why are these Management/HR people always obsessed to come up with rules and guides, as if they ironically are to incompetent to handle people so they need a manual...
> rules and guides Repeatability would be one reason. Asking the same questions to different candidates will help you make better and comparable decisions. The usual "casual chat" interview is heavily biased towards people who are good looking and interview well.
That was my whole point...all these NLP, coloring personalities and all other bullshit HR and management people are into is only due to their lack of ability to read and sense people. If they don't come up with all this bullshit, they'd be completely lost (just to fall back on looks).
Re: How to Decide if a New Hire Will Be a Team Player in the Interview
#10Didn't read. But why does all this "Management" experts seems to love awful stock-photos? And why are these Management/HR people always obsessed to come up with rules and guides, as if they ironically are to incompetent to handle people so they need a manual...
I'll tell you why. It's because this line of corporate work isn't about work or passion. It's about filling your day with tasks so you can justify your paycheck. I'm not saying this as a negative thing. It's just how the corporate world works.
Nobody is enthusiastic. I haven't talked to anyone at my work who is truly stoked about what they're doing, as in they'll go home and keep working on what they're doing.
There are no hackers here. It's just corporate culture.
These people are so deep into the corporate culture that they forget how to interact with people without an underlying guide or goal.