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Testing potential employees.

#27352

Testing potential employees. | 21 February, 2004

Does anyone have a good test to check the knowledge of job candidates for SMT Tech's? We have some good tests for test candidates but need something for SMT people. (like how do you determine optimal stencil thickness or how do you determine what squegee pressure should be)

Anyone looking for a SMT process job and can run a few high mix lines send me a resume.

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VE

#27368

Testing potential employees. | 24 February, 2004

From my experience, stencil thickness should be determined by your minimum component lead pitch and squeegee pressure will be determine by the type of squeegees you are using. Best method of checking whether or not your screen printer is set up and printing correctly is to have a paste inspection after screen print.

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VE

#27369

Testing potential employees. | 24 February, 2004

Oops... Left out your original question..

Give them an actual scenerio that you already know the answer to, and let them tell you what the best stencil thickness and squeegee pressure should be.

Grade them on their answer.

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#27370

Testing potential employees. | 24 February, 2004

Thanks for the input, I was just wondering if anyone already had a comprehensive written test made up.

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JB

#27371

Testing potential employees. | 24 February, 2004

Mydata in the Netherlands has such a check on cd-rom. Probably their is also one in English.

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#27377

Testing potential employees. | 24 February, 2004

Is the potential employee certified?

SMTA Certification Programs 2004 Dates Programs for SMT Processes and SMT Systems http://www.smta.org/news/news.cfm#certification

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Indraneel

#27418

Testing potential employees. | 28 February, 2004

Hi, I am looking for a SMT process job. Could you please send me your email ID

Regards Indraneel

This message was posted Add this forum to your site! Click to learn more. the Electronics Forum @

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#27421

Testing potential employees. | 29 February, 2004

#27422

Testing potential employees. | 29 February, 2004

Human resources or head-hunters may not ask these questions either. However, there are other ways to find out, if the applicant is fit for the job. I must admit, that raised with a different cultural background, it was particular difficult for me to read through r�sum�s and find out, what they are really saying. I got some advise, what to ask getting better results out of interviews and I pretty much disregard written r�sum�s. Even if your applicant can answer most of your questions, he/she could just have a good memory, but does not apply information logically. You want to look into how well the person fits into your work environment, besides all the knowledge, he/she brings with him/her. Assuming you have the choice of many applicants, then you could be quite selective, looking into his/her references, for example? Could you call his/her previous employer and ask some questions? Is the job a career opportunity, or will the person stay in this position for the next 4 years? How does the person contribute to the growth of the company? These are just sample questions and may not apply to all jobs. If you made already some bad experience in selecting the �wrong� people, you may want to hire through a professional.

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Ken

#27425

Testing potential employees. | 29 February, 2004

I have found that during the interviewing process you need to include your technical staff to get to the nuts-and-bolts of what your looking for. Plus, team involvement spreads the responsibility for selecting the "right" candidate.

Recently during a hiring phase for a wave solder technician I had the task of techniacl interviews. All of the candidates could tell me if they had a water solouble flux or no-clean wave process(at their previous job). Only 25% could tell me what brand and type they used. Makes you wonder if they worked in the wave area at all???

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