davemaurer/writingSampleDavidMaurer

## writingSampleDavidMaurer
Applicant evaluation is the process by which a person (the applicant) is determined to be acceptable, or not acceptable, according to the standards outlined for the position being applied to. Whether for a job, school, or social club, the evaluation process is a muddy science, but most of it can be broken down into two main categories: 1 - Constants, and 2 - Variables

1 - Constants focus on predetermined, rigid methods with right or wrong conclusions. They are affected by measurables such as location, degrees/certifications, test scores, and even predicted behaivors that have been outlined based on prior data and experience.

  Examples of Constants:
    - A company that needs a person to travel at least 75% of the time.
    - A school that requires an entrance exam, with a score of 80% or above.
    - Multiple choice questions asking what you would do in certain situations.

2 - Variables are less structured, sometimes lacking any guidelines at all. They are based on opinion rather than measurable data and can be heavily influenced by the personality of both applicant and evaluator. Variables center around "gut feelings" and intuition, and are affected by fluctuating factors such as the evaluator's mood, or how much cologne you are wearing.

  Examples of Variables:
    - A hiring manager who says "I have a good feeling about you".
    - Getting a high five after finding out both you and the evaluator are Star Wars buffs.
    - An evaluator who doesn't take people he feels are insincere.

Constants and variables are both valuable tools when assessing an applicant, but are not always used together. For example, an online application with yes or no options only leaves no possibility of convincing the hiring manager you really want the job. There is no variable aspect to that situation. Most evaluators however, will use a mix of the two categories above. Which category is best, or should carry the most influence, depends largely upon: A - The type of position being applied for, and B - The person (or software) doing the evaluating. You won't find many LSAT questions during rush week for a fraternity. Conversely, you're unlikely to talk your way into a programmer job with Google without showing code samples.
	Applicant evaluation is the process by which a person (the applicant) is determined to be acceptable, or not acceptable, according to the standards outlined for the position being applied to. Whether for a job, school, or social club, the evaluation process is a muddy science, but most of it can be broken down into two main categories: 1 - Constants, and 2 - Variables

	1 - Constants focus on predetermined, rigid methods with right or wrong conclusions. They are affected by measurables such as location, degrees/certifications, test scores, and even predicted behaivors that have been outlined based on prior data and experience.

	Examples of Constants:
	- A company that needs a person to travel at least 75% of the time.
	- A school that requires an entrance exam, with a score of 80% or above.
	- Multiple choice questions asking what you would do in certain situations.

	2 - Variables are less structured, sometimes lacking any guidelines at all. They are based on opinion rather than measurable data and can be heavily influenced by the personality of both applicant and evaluator. Variables center around "gut feelings" and intuition, and are affected by fluctuating factors such as the evaluator's mood, or how much cologne you are wearing.

	Examples of Variables:
	- A hiring manager who says "I have a good feeling about you".
	- Getting a high five after finding out both you and the evaluator are Star Wars buffs.
	- An evaluator who doesn't take people he feels are insincere.

	Constants and variables are both valuable tools when assessing an applicant, but are not always used together. For example, an online application with yes or no options only leaves no possibility of convincing the hiring manager you really want the job. There is no variable aspect to that situation. Most evaluators however, will use a mix of the two categories above. Which category is best, or should carry the most influence, depends largely upon: A - The type of position being applied for, and B - The person (or software) doing the evaluating. You won't find many LSAT questions during rush week for a fraternity. Conversely, you're unlikely to talk your way into a programmer job with Google without showing code samples.