Right on Sherman.<br><br>many many volunteers who would add much to boards but never make it because their talents or dedication goes unnoticed. But, ahh, if there are big bucks involved..<br><br>If I was going to volunteer my time, my skills and money to a non profit which I do now. And they gave me a 7 panel of A-holes I would have walked away big time.<br><br>You certainly don't give a volunteer - Bull Shiit for givening up their time for them.<br><br>
I can't say I agree that it's a waste of time. I've been on search committees of all sorts, from this one for director of a library (and it's true that the director reports to us, the trustees, not to anyone else--and in any case it would be kind of odd to have the people who're going to be subordinates hire their boss) to members of my department to the president of my institution--and in every case the importance of having more than one perspective has been demonstrated clearly and regularly.<br><br>I also disagree that it's not fair to have one against seven--although I felt it was unfair when I went before my orals committee in graduate school . I know it's not quite the same thing, but would you be happy to have an HR person hire the next Supreme Court justice? Whoever we hire won't have that kind of authority, but she or he will be overseeing a budget of several million bucks per year, and will have hiring and firing authority over a lot of people. If the person can't stand the attention of seven people, then I think maybe we wouldn't want him or her to work for us.<br><br>Anyway, in job interviews that I've had, the interview process has not seemed to me an inquisition. I mean, the people interviewing me are colleagues (in the discipline that we share if not quite yet in the place where we work), and I've been as much interviewing them as the other way around. If I went to a job interview and there was only one lonely HR person (sorry, Mcteak!) doing the work, I'd begin to wonder about whether I wanted to work at a place where my future colleagues weren't interested enough to see me and be seen by me. The library director is not exactly a colleague of the board members, to be sure--but then we, especially the board president, are as close as he or she is going to get to having colleagues at the workplace. <br><br>The most unfortunate thing about the board member who left the interview is that she could have contributed a perspective that no one else on the committee could. She has for other folks we've talked to. I didn't want to be on the search committee because I knew that it would take up a lot of time, and do so at a time when I really can't afford to give a lot of time--next week is the last week of the semester (I have to remind myself of that often!) and I've had tons of first drafts of term papers to read and return (first drafts are the most labor-intensive reading that I do). Still, having agreed to do it, I've come to all the interviews and been attentive at them all. One of the other trustees was sick as a dog today, but he came and stayed through the whole thing too.<br><br>I know, I know--my resentment's beginning to show <br><br>Great wits are sure to madness near allied.--John Dryden, "Absalom and Achitophel"
_________________________ MACTECHubi dolor ibi digitus
Loc: North Carolina
***If I went to a job interview and there was only one lonely HR person (sorry, Mcteak!) doing the work, I'd begin to wonder about whether I wanted to work at a place where my future colleagues weren't interested enough to see me and be seen by me***<br><br>Bingo! When we hire for our camps each spring, we conduct group interviews. It enables us to see who is comfortable in that type of environment, we get to see the applicants in action, not just responding to questions and it provides the applicants the opportunity to see how we as an organization/program operate. I feel it is very important for any organization to demonstrate 'how they value' a person.<br><br><br>"The day people stop bringing you their problems is the day you have stopped leading them." Colin Powell
Thats my point<br>HR should be able to handle the task without haveing all of you spend time sitting on a board to "Question" someone else. In general -all those questions should have been answered way before the (interview) hate to say it but what a waste of everyones time.<br><br>I know it's not quite the same thing, but would you be happy to have an HR person hire the next Supreme Court justice<br>I would let sross field that one.<br>IMO in that position its more about their political beliefs - their achivements have gotten them there to be even considered as a Supreme Court hopeful. Depending on whos the big whip at the time "prez".<br><br>IMO<br>It is very unfortunate that you even need to have that board hearing. Bad administrative structure is what that shows me. Send people out to ask the same questions that should be on the applications. Normally the HR would send those applications to their respected Bosses to view their applications in the first place..They should then send back their questions for the applicant.<br><br>So what is it??<br>If I crossed my legs to the right or to the left during the quize by the panel do I get the job??? What other reason is there??<br><br><P ID="edit"><FONT SIZE=-1><EM>Edited by carp on 11/26/02 11:20 PM (server time).</EM></FONT></P>
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