Dear Gareth,

"Telephone interviews, personal presentations and problem solving under 
pressure."

When we were searching for a new web project manager we got over 70 
applications. I asked our Account Director to short list 10 based on CVs 
- I was keen not to see them. My assistant then arranged appointments 
for 10 minute telephone interviews which I conducted still without 
having read the CVs. I made notes and short-listed 5 who we then invited 
for interview. When we compared my notes to the CVs, it was obvious that 
I had not chosen the candidates who - on paper - looked most promising. 
Some apparently well qualified people had clearly not impressed on the 
phone and other less well-qualified people had.

2 days before the interviews, we asked all candidates to prepare a 10 
minute presentation on anything they wished. One dropped out at this 
stage. Presentations ranged from 'my primary school' to 'backpacking in 
Vietnam'. We also asked each candidate how they would go about designing 
a spice rack for the blind. A range of solutions was offered but the 
best response was from the person we eventually hired: "I would ask a 
blind person what they would want".

In the end, it came down to two people and I had to decide who I felt 
was smartest, would get the job done and fit in.

I once read that Motor Company Founder Henry Ford, had to decide between 
three equally qualified and experienced people for a major position at 
Ford. He took all three to dinner and before they had finished their 
starter he had decided. He chose the only man who had tasted his food 
before putting salt on it!

Symbol Test:
http://www.personalitytest.net/funtest/symbol.htm

Hope this helps.

Mark

**********************************
Mark Walmsley (Managing Director)
The Escape Committee
web | consulting | design
[log in to unmask]
www.escapecommittee.com
01737 768 127
07947 793 554

Recent website launch:
Guildhall School of Music & Drama
www.gsmd.ac.uk
**********************************



Gareth McAleese wrote:

>Folks,
>
>Something that has been mentioned at UU is what tests we could use if
>needed to help short list applicants prior to an interview.  I know
>there are various aptitude tests out there, but I am interested to hear
>what other have used particularly geared towards IT/web developers.  
>
>Any thoughts or pointers appreciated.
>
>Cheers,
>Gareth
>
>--
>Gareth McAleese
>Web and New Media Manager
>Corporate Information Systems
>University of Ulster
>
>  
>