As much as standardization should be used, I don't think it is realistic. Every company is different. Heck, every person is different. People are subjective, even though they may think they are trying not to be. So there maybe someone that clicks with certain people and not others.
But I guess I can also see how standardization maybe beneficial. Recently I came across a company who initiates the salary negotiating process before they have even decided to extend the offer. That is just a waste of time for both sides.
True, Cannot be interviewed or assessed for all domain knowledge or skill, but definitely given a situation, what is the approach to solve the problem, attitude can be judged.
It will be difficult for all the domains but here we are particularly concentrating on Embedded setting up practical hands on is quiet easier in this regard.
"They can also include some Practical hand on during the interview. this can make it interesting too."
If the hiring company is specialized in hiring people for a specific industry, "pratical hand-ons" during interviews might be possible as there would likely be a specific "setting/local" for that. However, it will be difficult to provide these practical hand-on settings for every kinds of jobs.
@ Saranyatil, I agree with you on that too and that can even review the potential and level on intelligence the person possess that can not be seen on paper
i agree with you saranyantil, it seems much prominence has been placed on certificate, which may not be necessarily bad but people should be allowed to defend their certificate by demonstrating what they can do.
From the "bad interview" file - there's the story about the candidate who was invited to come back in to meet the "second in command." He was asked one or two questions, but then spent a good hour or more listening to what the interviewer had to say about his experience with the company. When all was said and done, the interviewer realized the time and wrapped things up, leaving the candidate wondering what the purpose of this meeting had been all about.
True story, and the point is - let's get some standard procedures in place please. There just isn't enough time available for sloppiness, not when there is standard tech available that can make the difference.
Going through a series of one-on-one's is a different experience than a panel of interviewers. In a group interview individuals interviewing tend to be more passive and let other people do the talking. It's a good opportunity for interviewees who tend to ramble, as long as the interviewee sticks to topics he or she has some mastery of. One on one's are good for the reasons outlined in the article, the responsibility for screening is well-defined. Also the interviewee can ask the same questions and get several different, role-specific answers, which can lead to a more accurate assessment of the company.
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Thailand Stages a Comeback Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Euro-Crisis: What It Means for High-Tech Firms Join EBN Editor in Chief Bolaji Ojo and Contributing Editor Jennifer Baljko on Thursday, July 12, at 10:00 a.m. EDT for a Live Chat on high-tech and Europe's economic difficulties.
Microsoft Surface: Potential Winners & Losers What are the implications for the electronics industry supply chain of Microsoft Corp.'s decision to launch its own tablet PC? Join industry veteran and EE Times' systems and OEM expert Rick Merritt on Tuesday, July 3, at 12:00 pm EDT for a Live Chat on this subject.
Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Peter Drucker famously said "Trying to predict the future is like trying to drive down a country road at night with no lights while looking out the back window." Yet in the razor's-edge world of electronics—with a lean supply chain and just-in-time demands—the need to know the future is vital.
While no one really can accurately predict the future, we can take guidance from another Drucker saying which is the best way to predict the future is to create it.
You've heard the saying "the No. 1 supply chain risk is your people." That hasn't always been the case. But today's complex global supply chain requires a new type of multitalented employee. It's one who understands, finance, marketing, economics, is savvy with technology, graceful with relationships and can think analytically.
Where are these people? Are universities properly preparing the next generation supply chain professionals? How do train your existing workforce for these new, demanding positions?
Brian Fuller, editor-in-chief of EBN, will lead a 60-minute Avnet Velocity panel discussion that will ask and answer these and other questions swirling around today's supply-chain talent challenges.
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