Does anyone know of a good "screening" tool to help identify prospective candidates for entry into our vibration department?

Danny,

If you are in a Union plant, you may have a problem with "testing". The union in the plant I retired from, would not allow a "test". Senior most qualified person, but no test. The "most qualified" was later dropped and the senior maintenance person, who applied, was used.

They all turned out quite well.

One thing I have learned over the years, hope the one you get gives you 110% effort. This stuff is not "rocket science" stuff, but it is not as easy as some think. I know I had to do a lot of after hours' work on my own time, but most are not as dedicated as some.

You mean new employee?
Look at your previous year difficult jobs / challenges, how do your team resolve them. Contruct a few case-study questions around those jobs and ask the candidate:
* What would you do in a situation like this...
* Ask questions about the vibration tools/systems he/she has used, how they are setup, how the results are interpreted.

*** Let him/her prove that he/she has adquired know-how in the previous jobs.

It may have been 10 years after he/she left college, but:

* does he/she has 10 years of experience or
* he /she repeated the first one, ten times?

We are a union facility, but will have no problem selecting the "right" canidate. We are not looking to hire anyone new, just promote from within.

quote:

no problem selecting the "right" canidate

You are quite lucky then, Danny. I am surprised the union will allow a "promotion" of a union member to such a "good" position without seniority involved to some degree. Of course your team may not be hourly, huh?

I was given a computer aptitude test and some other test that measured my analytical ability. I don't know the results but I did get the job. (10 years ago)I am also a millwright so if the person isn't a tradesman, then a mechanical aptitude test would be appropriate. I think there is also a test for a person's ability to learn new things which, given the statement that we all learn new every day in this field, might be a good quality to have in a candidate for the job.

My own observation would be that who ever it is they will have to adopt this new field as a kind of a hobby initially, and because there never seems to be a 2+2=4 answer the individual should also be capable of abstract thought at the same time as having excellent attention to detail. Personalities that do not fit that profile may not be good candidates regardless of their background. Therfore it is possible close examination of personal work habits and ethics will be important as well.

Just my opinion.

Alan

I developed an aptitude test for a large company last year and it was quite difficult. Asking questions to someone with no vibration training to determine if they can pick it up is confusing. They thought the testing went well but the proof will come when they start training the ones that pasted.

I typed in screening test for hiring and got the following hits on yahoo.

http://search.yahoo.com/search?p=screening+test+for+hir...r=FP-tab-web-t&x=wrt

Clicking one link I found this site, not sure how useful but it is a screening test for skills, on the right you can find one for inspection, one for analyzing, etc.

General stuff, not sure how useful.But your question was not of opinions but of screening tools.

http://www.gneil.com/product/3694.asp

my other 2 cents which is my opinion (I know not asked for) is look for persons that pay close attention to detail and are self driven and motivated to learn.

Computer skills can be learned, vibration can be learned and through experience knowledge is obtained. But to begin with you must have the ingredients to make the cake and in this case I say again

1) attention to detail
2) self driven and motivated
3) desire to learn

Mike

I have to disagree that "anyone" can learn computer skills, or to write effective reports. But depending on how you use this individual, they might not need to do that anyway.

To me the most important thing is they have to have a real "interest" in vibration analysis and machinery health. Someone who has never shown an interest, is unlikely to develop a passion for this work just because you give them the job. I think the interest has to come first. If they have a real interest, and some mechanical aptitude, they can learn the rest. But they have to really be interested in it.

Right on Rusty. I have met both sides of the coin. I go to an annual vib conference with highly motivated interested people that get really excited about what they do. (can you imagine? do we need to get a life or what? ) Then I have met those guys that were given the job so they could coast until they retire. Totally uninterested and bored a real waste of valuable tools.