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Anyone at the Q center today/this week?
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For accounting roles, I ask them to walk through a process. Tell me about how your current AP process works, tell me about your current internal controls for cash receipts, etc.
Train personnel on how to interview.
So many hiring managers are terrible at it, and their reports are reading off a ChatGPT list.
For technical roles, we do skills testing as part of the interview process. We work with a third party vendor to craft the test for the skills and level we desire. If the candidate makes it through the recruiter screen and interview with me (or other manager), we ask them to take the skills assessments (via a link sent to their email, which they can take from their home or other computer). They must score the benchmarks or better for each assessment to move forward. It works fairly well. In 20 years, we only caught one person who cheated (had their spouse take the tests, but when in the office, they couldn’t do the basic skills). It’s timed, so we can also tell if someone is looking up answers. I can see how long it takes them to answer each question and they only get one shot at each question (click/select wrong and it moves on to the next question).
I like to ask them a question related to how they worked through a past project related to their skills/experience