Ari Chanen
Lead AI and Data Scientist developer at Halvik
Dynamic AI/ML leader and engineer helping organizations intelligently utilize, develop, and manage AI technologies across all areas impacted by the growing capabilities of AI. ● Bringing...
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- AI and Machine Learning Fundamentals: Insights into foundational AI concepts and techniques
- Natural Language Processing (NLP) Applications: Practical uses of NLP in various industries
- Generative AI Strategies: Developing innovative solutions using generative AI
- Cloud Computing for AI: Leveraging cloud technologies for AI applications
- Effective AI Implementation: Best practices for deploying AI technologies.
Meet the mentor
TALK SHOW VIDEOS
Tricky Workplace Situation Handled
- 1. Make comments or ask questions that could be seen as discriminatory on the basis of sex, gender, religion, political views, or age. 2. Make judgments about a candidates fitness for a position based on factors that have nothing to do with how they would perform in that position. 3) use standards of judgment of the candidate’s fitness to the job that are not objective.
- It depends on the reason and the candidates way of handling the situation. It could be disqualifying if the candidate doesn't seem to treat being late is a problem.
- Usually that would be disqualifying if the job description and other materials sent to the candidate were clear on what the interview would involve.
- This would usually be okay but the candidate should be given the reasons why we think they are overqualified. For instance, if we think that they expect a more senior salary than the position can pay we should tell them not and if they come back and say that they would accept a lesser salary then perhaps we should not reject them.
- You could be waiting a long time and meanwhile the business could be suffering depending on how crucial this role is. It's best to have a good idea of what kinds of compromises the company is willing to make for this position to be filled.
- The recruiter should be trying to connect with the candidate. Taking too many notes makes the candidate feel objectified perhaps. Also, the recruiter is a representative of the company and the candidate should get the impression that the company is a good place to work where he/she can make good connections.
- Before the interview, go over the resume again. Try and anticipate any problem areas such as a gap in employment and how the recruiter will handle asking questions about it without getting into sensitive HR areas such as discrimination.
- I asked the candidate where they had grown up. I was trying to be friendly and showing that I was interested in the background but it could have been seen as trying to get at their socioeconomic status which in some cases could be judged as inappropriate in a interview.
- If one has a long enough career, there would certainly be skills that you could pass on to less experienced workers. One of the keys is to be a good listener so that you can respond to the mentee’s situations as they come up. Be available and supportive.
- My interviewing is mainly technical so I don't have these types of questions prepared
- The response of the employee in #1 is excellent in my opinion. They listen to the customer, they didn't take the complaints personally and they helped make the situation better for the customer which would be the best thing for the company. The employee in situation #2 has a very poor attitude in my opinion. It's very self-centered. There is no sign that the employee is working as part of the team because they only talk about how they could get people to use their own ideas rather than listening to other people and working together to come up with a solution that draws on everyone's input.
- If the candidate makes a logical mistake in their reasoning and won't take personal responsibility for that mistake or they can't follow good alternative logic then I could be a red flag. Also, they should not become overly emotional or heated in explaining their reasoning. They should be prepared for the interview e.g. they have done their research, present themselves well.
- All the above are good in a new hire. However, not every candidate needs all of these qualities all the time. For instance, if the candidate does not need to work on a team then it may not be as important for them to be strong in team skills. In almost every case though having a strong work ethic and good time management is important. From the above, being steady under pressure and having good problem-solving skills is also important in most cases.
- 1) prepare several situations that the candidate might be faced with in their duties. Have some situations where there are definite correct answers but have some where there may be more than one course of action. 2) ask the candidate to explain their reasoning 3) if a technical position, have them solve problems or write code. 4) if it's important for them to communicate their work in front of others, have them give a presentation on previous work
- No, I don’t think so. I knew that either this person would work for me so it was very important that they can do the job they’re being hired for. Factors, not connected their job qualifications were irrelevant.
- I probably wouldn’t share any specific incidents regarding my experience in interviewing others or being interviewed. I would probably share stories from research or training materials. My personal interview experience does not cover all the different areas that a good interviewer should know.
