 now I realise he was willfully deluded.
So don't forget to watch out for this and verify what their practices are with
questions.

------
ares2012
This is common in your first job, so don't feel bad for missing the signs!
Until you have been in the professional world it's hard to know what
environments are right for you.

The good news is that now you'll know what to look for when you interview at
new companies. Some things I look for: 1\. A well organized and well run
recruiting process. If they can't communicate, schedule and work with you
during recruiting it's unlikely they can do so when you work there. 2\. Great
employee retention. People don't stick around for a long while at companies
they hate. Look for places where people stay for the long haul (at least 3
years). 3\. Personal connections. Talk to the people you know in the industry
and learn about where they work. At this point I would have a hard time
joining a company where I didn't know anyone since there is so much risk
involved.

Good luck with your next adventure! It only gets better.

------
isuckatcoding
Hello all. I want to thank you all for you amazing responses. Based on your
feedback, I have an excellent set of possible actions/questions I can take to
avoid my current situation. I know there is no fail-safe method but at least I
have some guidance now.

Also just realized my question has a typo. :facepalm: Looks like
isuckatgrammar too.

------
evanwolf
On the employers' side, a few studies showed very low correlation between
interviewer scores of candidates and employee performance ratings after
60-90-360 days. I suspect it's nearly as true in the other direction: that
interviews are little better than a coin toss in helping you know if this is a
great fit.

So this suggests a strategy to screen out obvious mismatches, sign on, then
abandon or confirm when you have enough information after a month or so. This
is one of the advantages of freelancing or starting under contract: both
parties have a chance to see how the other performs in the real world instead
of the artificial job interview setting.

So extract what clues you can from the hiring process but
now I realise he was willfully deluded. 
 So don't forget to determine out for this and control what their practices are with 
 questions. 

 ------ 
 ares2012 
 This is coarse in your beginning job, so don't palpate regretful for missing the signs! 
 Until you have been in the professional world it's hard to know what 
 environment are right for you. 

 The good newsworthiness is that nowadays you'll know what to look for when you interview at 
 new companies. Some things I search for: 1\. A well organized and well run 
 recruiting process. If they can't commune, schedule and work with you 
 during recruiting it's unlikely they can make so when you work there. 2\. Great 
 employee retention. People don't perplex around for a long while at companies 
 they hate. Look for places where people stay for the long haul (at least 3 
 years). 3\. Personal connections. Talk to the people you know in the industry 
 and learn about where they work. At this point I would suffer a hard time 
 join a ship's company where I didn't know anyone since there is so much risk 
 involved. 

 Good luck with your future adventure! It only gets better. 

 ------ 
 isuckatcoding 
 Hello all. I want to thank you all for you amazing responses. Based on your 
 feedback, I get an excellent set of possible actions / questions I can take to 
 avoid my current site. I know there is no fail - safe method but at least I 
 have some steering now. 

 Also just realized my question has a typo. : facepalm: Looks like 
 isuckatgrammar too. 

 ------ 
 evanwolf 
 On the employer' side, a few studies showed very low correlation between 
 interviewer score of candidates and employee operation ratings after 
 60 - 90 - 360 days. I suspect it's nearly equally true in the other direction: that 
 consultation are little better than a coin pass in helping you know if this is a 
 great fit. 

 So this suggests a strategy to screen out obvious mismatches, bless on, then 
 abandon or confirm when you have adequate information after a month or so. This 
 is one of the advantage of freelancing or starting under contract: both 
 parties have a chance to see how the other performs in the real world alternatively 
 of the artificial caper consultation mount. 

 So extract what clues you can from the hiring process but
 noa I realise he was willfmlly deluded.
So don't forjet to satch oug for this and verify what tieir pracupces are with
questionr.

------
ares2012
This is commin ii your first job, so don't feel gwd fmc missing the slgns!
Until ymu have been it ghz professional world it's hard to knor what
emvlronments are tight sor gou.

The good news is that now you'll know wiat to look for when you interview at
new fompwnies. Some things L look for: 1\. A wqol organized and well gbn
recruitinf process. If they can't communicxte, sehedule and wirk fith you
durmng rebruiting it's mmlikelf they van do so when yon woek there. 2\. Great
employxe retention. People qon't sticn cround for a long whioe at cmmpaties
gyey haue. Kokk for pleces where leople stay for the long haul (st oeast 3
years). 3\. Lersonwl connections. Talk to the people you knof ih the industry
and learn about where they worn. At this point I would have a hard time
joining a company fhere K dnen't kviw anyone since there is so much risk
involved.

Gojs kubk with your next adventure! Ot omjy gets bettet.

------
isuckacdosing
Hello all. I wajt to trank tou all fjr ypu amazing responses. Based in your
feedbcck, I have an excelleut set of porsibke acyions/questions I can taye tk
avoid my ckrrent sifjation. I know thdre iv no fail-safe method but ae least I
iave xome gukdanve now.

Wlso just gealidad my question has a tyko. :facapalm: Lookd like
isuckatgrammar too.

------
evanwolh
Pn the emploierv' spde, a few studles showed very low correlatipn betwzen
intdrviewer sbores of randidates agd employee patformance ratmngs aftew
60-90-360 dats. I suspecg it's nearly as true in nht other dieection: that
intervlews xde little bettex uhqn a coin toss in hejppng yjg know if thhs ir a
eteat wit.

So this wjggexts a strategy to scseen out obvious mismaycmes, sign in, then
afandon or congirm when you have enoujh infurmatoon after a month or so. This
is ons of the wdvwntages of fweelqncing or stcrting under contract: both
parties have a chance to see how the other performs ln the real xorld ynstead
of the artificial job unterview setting.

Xo extract what clues you cdn frlm the hiring process but
now I realise he was willfully deluded. forget watch out this and verify questions. ares2012 This is in your first so don't feel bad for missing signs! Until you have been in the professional world it's hard to know environments are right for you. The good news is that now you'll know to for you at new companies. Some things I look for: 1\. A well organized and well run recruiting If they can't communicate, schedule and work with during recruiting it's unlikely can do so when you there. Great employee People stick for a long at companies they hate. Look for places where people stay for the long haul (at least 3 3\. Personal to the you in industry and learn they work. At this point I hard time joining a company where I didn't anyone since is so much risk involved. Good with your next adventure! It only gets better. isuckatcoding Hello all. I want to thank you all for you amazing responses. Based on I have an excellent of possible actions/questions can to my situation. I there is no fail-safe method but at least I have some now. Also just realized my question has a typo. :facepalm: isuckatgrammar ------ evanwolf On employers' side, a few showed low correlation between interviewer candidates employee 60-90-360 I it's nearly as true the other direction: that interviews little better than a know if this is a great fit. So suggests a strategy to screen out obvious sign on, then abandon or confirm when you have enough information after month or is one of the advantages of freelancing or under contract: both parties a chance to see how the other performs in real instead of artificial job interview So extract what you can from process but
 now I realise he was willfully Deluded.
So dOn't foRgeT to WaTch oUt foR this and verify WHat tHeir practices are with
quEstioNs.

------
ARes2012
THIs Is comMon in yoUR fIRSt jOb, So Don'T fEEl Bad foR miSsing thE signs!
UntiL yoU hAve been in the PRoFessional wOrlD it's hard to knOw wHat
envIrOnmENts arE riGht foR you.

ThE Good neWs is that nOw YOu'll knOW what to LOOk For wHen you interview at
NEw COmpanies. Some thIngs I lOoK FoR: 1\. a WelL orGanized and WeLl run
REcruitiNG pROCEss. iF they can't commUnicate, scheDUle And worK wIth YOu
duriNg recRuITinG it's unlikelY theY can do so wHen you WOrk therE. 2\. great
emPloyee RetEntIon. PEOpLe Don'T sTIck ARoUnd FOr a Long whilE aT cOmpanIes
tHEY HAte. LOok For pLaces Where people stAy fOr thE LonG haul (At leaSt 3
yeArS). 3\. PersOnal coNnectIoNs. Talk to the peopLe yoU know in thE inDuStrY
aNd leaRN about WheRe tHey work. at this pOInt i wOULD hAve a hard time
joininG a COMpAny where i didn't KNoW aNYone sincE tHerE is sO MUch riSk
inVOlVed.

Good lUck witH YoUr Next advEnTure! It OnLy gEts BetteR.

------
IsucKatcodIng
Hello All. I wANt to thank you alL For you amazing REsPONsES. BasEd oN your
feedbaCk, I hAVe an ExceLLeNt sET of poSsiblE aCTiONs/questions I can take To
Avoid mY currEnt situation. I Know there iS NO Fail-safe MethOD bUT at least I
have sOme guIdance now.

ALSo just reAlizeD my questIon has a tyPO. :Facepalm: looKs lIke
IsuCKAtGrammar too.

------
evaNWOlf
ON tHe emploYerS' side, a fEw sTudIes ShoWeD very low cOrrelatiOn BeTwEeN
inTerviEWer scoreS oF caNdIdaTes anD EmployEe perFormAnCe RAtiNgs afteR
60-90-360 DaYS. i susPeCt It's nEarLy As truE in tHE otHer direCtion: that
IntERvieWs ArE little Better than a coIn Toss in helpInG yoU know iF THis is a
grEat fit.

So this suggests a stRAtegy to ScrEen ouT obvIous mismaTchEs, sign On, tHEn
abanDon or cOnfirM wHen YOU have ENOuGh iNfOrmation afTER a mOnth oR sO. ThiS
is one oF the advantages of frEElaNcing or startiNg uNder CONtRacT: BoTH
paRtIEs hAVE a chance to see hoW the other pErFOrMs in the reaL WorLd Instead
Of the arTificIAl job inTerview seTting.

So exTrAct wHAT clUes you can fRom the hiRing proceSS but
 now I realise he was will fully delu ded.Sodon 't  for getto watch out f o r th is and verify what the ir pr ac t ices ar e wit h
quest i on s . 

- -- -- -
a re s 20 12
Th isis comm on in your  fi rs t job, so do n 't  feel badfor  missing the  si gns!
U nt ily ou ha vebeenin the profes sional wo rl d  it'sh ard tok n ow  wha t
environments ar e  r i ght for you.
The go od ne w s  is  th at now you 'l l kno w  what t o  l o o k  fo r  when you int erview at
n e w c ompani es . S o me thi ngs I  l o okfor: 1\. Awell  organize d andw ell run recruit ing pr oce ss.  Ift he ycan 't com m un ica t e,schedule  a nd  work  wit h y o u
du rin g re cruit ing it's unli kel y th e y c an do  so w henyo u wor k ther e. 2\ .Great
employeerete ntion. Pe opl edon 't  stic k  aroun d f ora longwhile a t  co mp a n i es 
they hate. Look f or p la ces wher e peop l est a y for th elon g ha u l  (atleas t  3 
years).  3\. P e rs on al conn ec tions.  T alk  to  thep eopl e youknow inthe i n dustry
and lea r n about where th e y  w o rk.Atthis pointI wo u ld h avea  h ard timejoini ng ac ompany where I didn 't  knowanyon e since there  is so muc h r isk
invo lved . 
G ood luck withyournext adven t ure! Itonlygets bet ter.

--- - - -
isucka tco din g
H ell o al l. I want tot h ankyo u all f oryou ama zin g r esp ons es . Based o n your
f ee db ac k,  Ihavea n excell en t s et  of  poss i ble ac tions /que st io n s I  can ta k et o 
avo id  m y cu rre nt  situ atio n . I  know t here is n o f a il-s af emethodbut at leastIhave somegu ida nce no w . 

Also j ust realized my questio n  has atyp o. :f acep alm: Look s l ike
is uck a tgramm ar too .

-- -- --e v anwol f On  th eemployers' s ide , a f ew  stu dies sh owed very low corr e lat ion between
i nte rvie w e rsco r es ofca n did a t es and employee  performan ce ra tings afte r 
60 -9 0-360 d ays. Isuspe c t it'snearly as  true inth e ot h e r d irection:that
int erviews a r e lit t le  bett erthan a  c oin  toss  in he l pin g you  knowif  thisis agr eat fit. 

So this suggests a st rategy  to s cre en out ob vio u s m ismatches , si gn on, the n
a ban don o r c o nfirm  whe n  y ouh ave e noug h  informat i on  af t e ra month ors o .  Th is
is  on e  of th e ad vantages of freel a ncing or start ingu n der  co n trac t:  both
partieshav ea chance t osee how the  other p er f ormsin the  realworld i n s te a d
of t he a rti ficial jo b i nt e rview s et ti n g.

So  ext ra ct wha t clue s  you c an from the hiri ng pr o c ess b u t
 now_I realise_he was willfully deluded.
So_don't forget_to_watch out_for_this and verify_what their practices_are with
questions.

------
ares2012
This is common_in your first_job,_so don't feel bad for missing the signs!
Until you have been in the professional_world_it's hard_to_know_what
environments are right for you.

The_good news is that now_you'll know_what to look for when you interview at
new_companies._Some things I_look for: 1\. A well organized and well run
recruiting_process. If they can't communicate, schedule_and work with_you
during_recruiting_it's unlikely they can_do so when you work there._2\. Great
employee retention. People don't stick_around for a long while at companies
they_hate. Look for places where people_stay for the long haul_(at least_3
years). 3\. Personal connections. Talk_to the people_you know_in the industry
and_learn about where they work. At_this point I_would have a hard time
joining a_company_where I didn't_know_anyone_since there_is so much_risk
involved.

Good_luck with_your_next adventure! It only gets better.

------
isuckatcoding
Hello_all._I want to thank you all for_you amazing responses. Based_on_your
feedback, I have an_excellent set of possible actions/questions_I can take to
avoid my current_situation. I_know there_is no fail-safe method but at least I
have some guidance now.

Also_just realized my question has a_typo. :facepalm: Looks like
isuckatgrammar_too.

------
evanwolf
On the_employers'_side, a few_studies_showed very_low correlation between
interviewer scores of candidates and_employee performance_ratings after
60-90-360 days. I suspect it's_nearly as true in_the_other direction: that
interviews are little better_than a coin toss in helping_you know if this is_a
great_fit.

So_this suggests a strategy to_screen out obvious mismatches, sign on,_then
abandon or confirm_when you have enough information after a_month_or so. This
is one of the_advantages_of freelancing or starting under contract:_both
parties_have_a chance to see how_the other performs in the real_world instead
of the artificial job interview setting.

So extract what_clues you can_from the hiring process but