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Post by murdr on Oct 6, 2017 8:07:29 GMT -6
We ask those kinds of questions to determine how well a teacher plays well with others as a) there are times when they will be required to work within groups and b) so that we can determine how well they play with others overall. Also, those questions are asked because they are an open ended question that allows the applicant to just talk, and therefore allows the interviewer a chance to just listen. For example murdr you (probably) would not respond the way you did in an interview, but obviously we see your mindset. Asking such open ended questions can possibly give the interviewer a way to see that your mindset seems like one that I would not want as an employee at a firm. As a contracted worker, hired just to do a task once, sure- all I care about is your ability to install the servers. But so can a lot of other people, so if you are going to be around my team for a while, I might want some other qualities as well. Another example obviously is some of your replies here. Open ended questions get a conversation going, and that can help reveal traits that wouldn't ordinarily come up. You have consistently shown (to me anyway, but I am fairly certain many other coaches here agree) that you just don't seem to have a grasp on what is important, and what is not important. In the same vein, I could very well come off like a condescending, know- it- all douche' in an interview. Both would be character traits that potential employees would want to know. And I understand that. I do. But you can assess those same things through plain old conversation, not ridiculous questions.
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Post by jrk5150 on Oct 6, 2017 8:33:42 GMT -6
Like with a lot of things, the behaviors aren't different now vs. "then", but technology has given them a longer reach. You now no longer need kids together in a group to pick on someone, it can happen 24/7 over social media. Those two douchebags would still have been nasty 30 years ago, they'd have just done it behind his back with their friends vs. on social media.
Gotta be honest - I was picked on in school; I stood out because I was tall/skinny/athletic, and I was socially awkward, which put a huge target on my back with a lot of kids for a lot of reasons. And I will tell you this, social media may have pushed me over the edge. I could go home and get away from it all in 1985, I couldn't do that now.
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Post by coachcb on Oct 6, 2017 9:12:03 GMT -6
We ask those kinds of questions to determine how well a teacher plays well with others as a) there are times when they will be required to work within groups and b) so that we can determine how well they play with others overall. Also, those questions are asked because they are an open ended question that allows the applicant to just talk, and therefore allows the interviewer a chance to just listen. For example murdr you (probably) would not respond the way you did in an interview, but obviously we see your mindset. Asking such open ended questions can possibly give the interviewer a way to see that your mindset seems like one that I would not want as an employee at a firm. As a contracted worker, hired just to do a task once, sure- all I care about is your ability to install the servers. But so can a lot of other people, so if you are going to be around my team for a while, I might want some other qualities as well. Another example obviously is some of your replies here. Open ended questions get a conversation going, and that can help reveal traits that wouldn't ordinarily come up. You have consistently shown (to me anyway, but I am fairly certain many other coaches here agree) that you just don't seem to have a grasp on what is important, and what is not important. In the same vein, I could very well come off like a condescending, know- it- all douche' in an interview. Both would be character traits that potential employees would want to know. Yes, this is why we ask these kinds of questions. We ask many of these kinds of questions to gauge how well someone will work with others. Most of the older generation has enough social awareness to come up with a response that shows that they're going to play well with others. Most of the millennials provide responses that show the opposite. Some of them have even said that they're not comfortable working with others. One stated that she "works best on her own, in her own environment". Not really the response we're looking for..
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Post by coachcb on Oct 6, 2017 9:38:15 GMT -6
Also, those questions are asked because they are an open ended question that allows the applicant to just talk, and therefore allows the interviewer a chance to just listen. For example murdr you (probably) would not respond the way you did in an interview, but obviously we see your mindset. Asking such open ended questions can possibly give the interviewer a way to see that your mindset seems like one that I would not want as an employee at a firm. As a contracted worker, hired just to do a task once, sure- all I care about is your ability to install the servers. But so can a lot of other people, so if you are going to be around my team for a while, I might want some other qualities as well. Another example obviously is some of your replies here. Open ended questions get a conversation going, and that can help reveal traits that wouldn't ordinarily come up. You have consistently shown (to me anyway, but I am fairly certain many other coaches here agree) that you just don't seem to have a grasp on what is important, and what is not important. In the same vein, I could very well come off like a condescending, know- it- all douche' in an interview. Both would be character traits that potential employees would want to know. And I understand that. I do. But you can assess those same things through plain old conversation, not ridiculous questions. So "We offer a collaborative learning environment to our students. Do you have experience in working with other staff on thematic projects? If so, please describe said experience." is a "ridiculous question"?
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Post by coachd5085 on Oct 7, 2017 9:17:00 GMT -6
Also, those questions are asked because they are an open ended question that allows the applicant to just talk, and therefore allows the interviewer a chance to just listen. For example murdr you (probably) would not respond the way you did in an interview, but obviously we see your mindset. Asking such open ended questions can possibly give the interviewer a way to see that your mindset seems like one that I would not want as an employee at a firm. As a contracted worker, hired just to do a task once, sure- all I care about is your ability to install the servers. But so can a lot of other people, so if you are going to be around my team for a while, I might want some other qualities as well. Another example obviously is some of your replies here. Open ended questions get a conversation going, and that can help reveal traits that wouldn't ordinarily come up. You have consistently shown (to me anyway, but I am fairly certain many other coaches here agree) that you just don't seem to have a grasp on what is important, and what is not important. In the same vein, I could very well come off like a condescending, know- it- all douche' in an interview. Both would be character traits that potential employees would want to know. And I understand that. I do. But you can assess those same things through plain old conversation, not ridiculous questions. Over long periods of time, sure. But we are talking about limited time interviews, particularly ones at a job fair setting. Better to steer the conversation there from the get go. If you wanted to hear an applicant discuss thoughts on working together, group projects, collaboration, dealing with conflict at the workplace...how would you go about it?
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Post by murdr on Oct 7, 2017 11:53:08 GMT -6
And I understand that. I do. But you can assess those same things through plain old conversation, not ridiculous questions. Over long periods of time, sure. But we are talking about limited time interviews, particularly ones at a job fair setting. Better to steer the conversation there from the get go. If you wanted to hear an applicant discuss thoughts on working together, group projects, collaboration, dealing with conflict at the workplace...how would you go about it? I wouldn't want to hear an applicant discuss those, because I know whatever came out of their mouth would be rehearsed {censored}. I'd want to hear how well they could do the job. I don't want to hear them say how they handled a group project that probably didn't even happen. Or try to make a tiny little incident seem like a big conflict to give a good answer. No one is ever honest with those things. No one will ever say, "at my workplace, we rarely do group projects." No one will ever tell you that they've been pretty much conflict-free at work, even if they were. No one will tell you that they prefer working alone, and not together. But those are the real answers. I know, they know it, the recruiters know it.
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Post by coachd5085 on Oct 7, 2017 12:32:05 GMT -6
Over long periods of time, sure. But we are talking about limited time interviews, particularly ones at a job fair setting. Better to steer the conversation there from the get go. If you wanted to hear an applicant discuss thoughts on working together, group projects, collaboration, dealing with conflict at the workplace...how would you go about it? I wouldn't want to hear an applicant discuss those, because I know whatever came out of their mouth would be rehearsed {censored}. I'd want to hear how well they could do the job. I don't want to hear them say how they handled a group project that probably didn't even happen. Or try to make a tiny little incident seem like a big conflict to give a good answer. No one is ever honest with those things. No one will ever say, "at my workplace, we rarely do group projects." No one will ever tell you that they've been pretty much conflict-free at work, even if they were. No one will tell you that they prefer working alone, and not together. But those are the real answers. I know, they know it, the recruiters know it. And yet, just 3 or 4 posts prior to this, coachcb posted how he sat on an interview in which candidates said exactly those things. Also, it simply amazes me that after reading your plethora of posts showing the suspect nature of your experience and thought processes regarding organizations and prioritization skills such as : - your bootcamp posts where you said you punished kids for being on time and meeting expectations, because you wanted to teach them a life lesson that "on time is late" and then quitting that team mid season because it was best for you. - the string of posts where you were looking into a "guard option" when you had extremely limited experience being a coordinator in general, but were dismissive of those who suggested you just stick with the basics in your newfound position. - the string of posts where you, who had never run a high school weight room (with corresponding number of athletes training simultaneously) espoused on how you would do things and touted your S&C prowess as how you "make a living", even though you also said you were a Law Enforcement Officer and yet are still only 24 years old. - the "going to the NFL if I was just in the right position at my DIII school so I am asking you guys how to play these positions instead of my actual coaches" threads -The "I had a scholarship to play ball in the Ivy Leagues (which they don't give) but then I hurt my knee and got depressed and quit studying so my grades fell" story - I would rather be homeless than live with parents because it has a "certain negative connotation at my age [24]" statement, followed by your thoughts on how you judge men by their writing instruments.... that you still feel so confident in your opinions on things such as this.
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Post by jg78 on Oct 7, 2017 12:34:21 GMT -6
Here's an excerpt from Bootlegger's Boy, Barry Switzer's autobiography. It was written shortly after he left Oklahoma in the late '80s.
"Recruiting is the worst part of college football. I no longer look forward to it. I can't wait until it's over. It makes me feel like a pimp... a player's word doesn't mean a damn thing any more... I'm sick of it."
That is not me talking. It's Bo Schembechler in his book that was published in the fall of 1989, a few months before he retired after a long and successful career at the University of Michigan.
But I pretty much agree with you, Bo. I believe recruiters run into a different type of kid today than they did a few years ago.
Blame it on TV, sports agents, a general air of corruption in our society, or whatever else you want to blame it on. Maybe you can blame it on Bo and me being middle-aged now. I think when Darrell Royal quit coaching in 1976, he said one reason was because kids weren't like they used to be. Hell, maybe kids never were like they used to be.
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Post by Chris Clement on Oct 7, 2017 19:21:47 GMT -6
I do a ton of hiring at work. Often it's not necessarily the content but the delivery. When you discuss this conflict you had are you able to acknowledge the exist of someone else's perspective? In discussing your group project are you showing that you worked as a group or are you just trashing the other people?
Another important point, it's not single elimination. If you don't have a good answer to a given question just say so and move on. If someone tells me they don't have a good example of a significant conflict they've faced at work it's not a deal breaker.
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Post by scotdaking on Oct 8, 2017 17:44:19 GMT -6
We keep coddling to these kids with things like participation trophies and are amazed by the blowback. The students today don't read, can't write, care less about forming an independent thought and can't make change for a $20 bill. I am a customer at a store and while at the register the store's power went out. The young person behind the register walked away and a short time later came back with an older adult who apologized for my wait citing the power outset while informing me the young person could not figure out how much change to give me.
My boss received complaints the new millennium employee hired arrived to work at 9:30am and not 8am like the rest of us. There was an executive meeting later that month where the bosses were instructed to be lenient on the mannerisms of millennials. He later met with us to say it was OK for the new girl to come in late as long as she stayed later. Well, I left at 5pm and don't know who stayed to make sure she left later, but I am sure she did not stay to 6:30.
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Post by larrymoe on Oct 9, 2017 7:24:43 GMT -6
My dad works for a fertilizer company as a fuel salesman and they're paying him near $175k to haul fuel because they can't find anyone under 30 that will work that hard to keep his route going. He wants to retire after next fall, but they may pay him more to stay on. I have legitimately pondered taking it over. They have hired about 5-6 people over the past 5 years for him to train to replace him and they all end up quitting after a month or two. They also can't find younger guys to start in the entry level jobs because they either won't show up to work everyday or they want to sit on their phones the whole time.
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Post by 54695469 on Oct 9, 2017 8:06:41 GMT -6
Most, if not all, of these issues with young people could be solved if more coaches would spend the entire off-season changing the culture of their program. All they have to do is read Randy Jackson's book about improving culture and, voila! Your problems are solved! Honestly, I thought that we'd eradicated bad attitudes after last off-season...but I guess not.
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Post by fantom on Oct 9, 2017 8:29:17 GMT -6
Most, if not all, of these issues with young people could be solved if more coaches would spend the entire off-season changing the culture of their program. All they have to do is read Randy Jackson's book about improving culture and, voila! Your problems are solved! Honestly, I thought that we'd eradicated bad attitudes after last off-season...but I guess not. I've read every message that you've posted here. Not one of them makes a positive contribution.
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pistola
Sophomore Member
Posts: 193
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Post by pistola on Oct 9, 2017 10:47:08 GMT -6
Most, if not all, of these issues with young people could be solved if more coaches would spend the entire off-season changing the culture of their program. All they have to do is read Randy Jackson's book about improving culture and, voila! Your problems are solved! Honestly, I thought that we'd eradicated bad attitudes after last off-season...but I guess not. I've read every message that you've posted here. Not one of them makes a positive contribution. he seems to be ate up with randy jackson's book tho!!
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Post by coachcb on Oct 9, 2017 10:48:54 GMT -6
I do a ton of hiring at work. Often it's not necessarily the content but the delivery. When you discuss this conflict you had are you able to acknowledge the exist of someone else's perspective? In discussing your group project are you showing that you worked as a group or are you just trashing the other people? Another important point, it's not single elimination. If you don't have a good answer to a given question just say so and move on. If someone tells me they don't have a good example of a significant conflict they've faced at work it's not a deal breaker. These are good points. I have a good example of what some would call a "typical millennial interview". This example goes both ways; it shows not only how poorly I believe the candidate responded during his interview but also how badly the millennial teachers on the interview committed received. The candidate in question was 22 years old, straight out of college and only had one solid letter of recommendation; from the principal at the school who oversaw his student teaching. This principal was a teacher of mine in middle school so the kid basically got the interview based on his reference. The older staff and the administration had some reservations about the kid because he didn't have a letter of recommendation from is mentor teacher. Me: "Please describe a situation where you worked with another co-worker on a project. I know that this would be your first job education so it's alright if you don't have a teaching example." Candidate: "Well, I do have a teaching example. My mentor teacher and I actually worked on some projects together. Well, it wasn't collaborating as much as it was trying to find a compromise between our teaching styles. His teaching style is out-of-of-date and mine is more modern and cutting-edge." He went on to describe using hands-on social studies projects and what not, which would have been great if he didn't talk about having seniors in World History make three dioramas (along with a SINGLE paragraph description of each one) in a semester.. Now, some folks might see that answer as innocuous but I thought it certainly showed his complete lack of social awareness in an interview. The answer to his question not only didn't show any experience in working collaboratively with another teacher; it showed that he was willing to toss his mentor teacher under the bus (a guy that had been teaching for nearly 30 years..) which was a total dipchit move in an interview. The rest of his interview was crap as well; he talked about "making an emotional connection with his students" (i.e. they'll behave if I'm their friend) as his primary form of classroom management and stated that he only used "performance based assessment" and said that he'd be using Pass/Fail grading (WE CAN'T DO THAT..) for all of his classes. And, to be honest, the kid was just an arrogant tool with every answer he gave. But, what was more interesting was how hard the other two millennial teachers pushed to try and get this guy on the staff. It was pretty apparent that they connected with not only this kid's "teaching style" but also his personality. They found him to be "honest" and "direct" while everyone else in the room (board members, the administration..) viewed him as pompous and delusional.
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