Comments on: Making Jobs Attractive, Part 4: Market the Job During the Interview http://www.jrothman.com/blog/htp/2007/02/making-jobs-attractive-part-4-market-the-job-during-the-interview.html Hiring technical people and being hired can be difficult, no matter what the economy is doing. Use the tips here to hire better, or find a new job. Thu, 17 May 2012 14:01:53 +0000 hourly 1 http://wordpress.org/?v=3.3.2 By: Many Bad Hiring Practices and Alternatives | Hiring Technical People http://www.jrothman.com/blog/htp/2007/02/making-jobs-attractive-part-4-market-the-job-during-the-interview.html/comment-page-1#comment-7506 Many Bad Hiring Practices and Alternatives | Hiring Technical People Wed, 21 Mar 2012 11:13:35 +0000 http://jrothman.com/blog/htp/?p=359#comment-7506 [...] the behavior-description questions sell the candidate on the company. Don’t try to “sell” the candidate on the company or [...] [...] the behavior-description questions sell the candidate on the company. Don’t try to “sell” the candidate on the company or [...]

]]> By: Justice~! http://www.jrothman.com/blog/htp/2007/02/making-jobs-attractive-part-4-market-the-job-during-the-interview.html/comment-page-1#comment-238 Justice~! Sat, 03 Mar 2007 21:27:22 +0000 http://jrothman.com/blog/htp/?p=359#comment-238 Actually, this question is also inadvertently a good tactic for determining the mindset of a future employee. At one point at a previous company, I was interviewing a *phenomenally* talented individual who I was quite impressed with. One of the other interviewers asked him why he left his previous company. He followed this up with a 30 minute rant about why his previous company sucked, how they knew nothing and he knew it all, etc. etc. He was completely caustic. Needless to say, i think we dodged a bullet at that point - no matter how talented someone is I don't want cancers on my team. Actually, this question is also inadvertently a good tactic for determining the mindset of a future employee.
At one point at a previous company, I was interviewing a *phenomenally* talented individual who I was quite impressed with. One of the other interviewers asked him why he left his previous company. He followed this up with a 30 minute rant about why his previous company sucked, how they knew nothing and he knew it all, etc. etc. He was completely caustic. Needless to say, i think we dodged a bullet at that point – no matter how talented someone is I don’t want cancers on my team.

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