Some background. I work at a mid-size company, started in a different role related to my degree from college but was promoted to software developer a few years ago and transferred departments. Love what I do currently. Let's say my previous role was Data-Entry Specialist, to give a general idea of what I originally did.
My boss (who happens to also be the CEO) asked me recently to informally interview a Data-Entry Specialist in our office who displayed interest in my department and seemed to have a compatible background. I did a skim of their LinkedIn Profile and after the interview, kind of confirmed my suspicions that they may be out of their league, even if they seemed interested/passionate. In particular, I provided a 5-10 minute 'Fizz Buzz' style activity meant to check if they could at least reason about a simple method. Would've been fine with seeing the use of a list/array, a for/while loop, some kind of if-else statement, but they weren't able to do anything past declaring a variable. They also provided me some code samples at the end of the interview, which I wasn't really impressed with.
In the moment, and not wanting to seem cold, I ended the interview stating I had reservations, but that I'd be fine with putting a good word and providing small items to work on if they were serious about giving it a shot and if they could get approval from their manager for hours spent on these tasks. I talked with my boss and their manager individually, and they seemed fine with my assessment as well (that I think they aren't up to standard, but we'd be fine with giving small development tasks to see if they can handle those).
After some reflection, I do regret my decision a bit, and think I may be setting this person up for disappointment. I didn't want to outright tell them that I think their experience was severely lacking even though that was clearly the case.
Due to the nature of my office, I'm expecting these sorts of interviews to pop up every now and then where I'd assess internal candidates looking to branch out in their career paths and develop their skill sets. I'm fine with letting my boss and the managers know my true thoughts on the candidates, but how can I tactfully navigate the interviews with people I see on a daily basis, where my real impression is that they need to hit the coding guides and then revisit the idea 6-12 months down the road when they have more practice?
usa jobs resume
usa hotel jobs
usajobs
usa jobs federal government
usa job in ksa
usa jobs
usa jobs login
usa jobs gov
usajobs.gov
www.usajobs.gov
usajobs.com
usajobs
usajobs.gov official
Aucun commentaire: