Skill Test: Tutoring Business Model

In a previous post, I discussed the use of fictitious situations to use as a discussion platform to "test drive" the skills and thought processes of a potential candidate during an interview. The example below details the aspects of a solution for Private Tutors.

Skill Test: Sushi Restaurant Model

In a previous post, I discussed the use of fictitious situations to use as a discussion platform to "test drive" the skills and thought processes of a potential candidate during an interview. The example below details the aspects of a Sushi-Bar Restaurant Model.

Skill Test: Model of a Library System

In a previous post, I discussed the use of fictitious situations to use as a discussion platform to "test drive" the skills and thought processes of a potential candidate during an interview. The example below details the aspects of a Library System.

Skill Test: Model of a Book Store

In a previous post, I discussed the use of fictitious situations to use as a discussion platform to "test drive" the skills and thought processes of a potential candidate during an interview. The example below details the aspects of a Book Store.

Skill Test: Model of a House

In a previous post, I discussed the use of fictitious situations to use as a discussion platform to "test drive" the skills and thought processes of a potential candidate during an interview. The example below details the aspects of a House.

How-To: Test-drive Software Developer's Skills BEFORE Hiring the Candidate

The Problem...

In a previous post, we listed out some thoughts and considerations about hiring the ideal candidate for a job opening at your IT shop.  In there I made my lame attempt to coin a phrase: Hypothetical Scenario Modeling or HSM for short.  While it is probably a very long shot for this to become a "coin-able" phrase, with this post, I'll attempt to describe how to use the HSM approach.

5 steps to hire the best person for any IT job.

I had never hired any one before that day. What do I do? What do I say to the guy/gal? How do I know that I am selecting the best candidate for the job? Those were some of the questions that would rattle around in my mind. The bottom line: I did not have a clue! The selection I made, by the way, was a disappointing one.