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Date:         Fri, 8 May 1998 13:07:14 -0400
Reply-To:     isande@NOTES.CC.BELLCORE.COM
Sender:       "SAS(r) Discussion" <SAS-L@UGA.CC.UGA.EDU>
From:         Innis Sande <isande@NOTES.CC.BELLCORE.COM>
Subject:      Re: Finding SAS aware Potential Employees
Content-type: text/plain; charset=US-ASCII

Here's another 2c worth:

- If the candidate is going to be subjected to an exam at the interview, he/she whould be aware of the fact. There shouldn't be any surprises.

- I have some sympathy with the exam approach. Many applicants represent their abilities rather optimistically on their resumes. E.g. Familiar with SAS = I did a little programming in SAS 5 years ago.

- The interviewer would be better off asking about programs recently written, and what particular technical challenges they had represented.

- A sample of programming gives some idea of the candidates ability to format and comment code decently, and whether he/she writes spaghetti code. It may or may not give an idea of whether the candidate solved the problem.

- Don't ask about weaknesses. Rather ask where the candidate wants to develop his/her skills.

- It's OK to ask about experience with this or that proc or module. But it's more important to assess the candidate's ability to learn.

- Beware of that halo!


---------------------- Forwarded by Innis Sande/Bellcore on 05/08/98 12:57 PM ---------------------------

HarmonMatthewM@JDCORP.DEERE.COM on 05/08/98 11:51:54 AM

Please respond to HarmonMatthewM@JDCORP.DEERE.COM

To: SAS-L@UGA.CC.UGA.EDU cc: (bcc: Innis Sande/Bellcore) Subject: Re: Finding SAS aware Potential Employees

Some contributers to this string have suggested a variety of methods of testing an applicant's technical knowledge of the SAS programming language. However, asking for a code sample, giving an oral quiz to test an applicant's knowledge of SAS, or any other method of testing technical knowledge may make an interviewer feel better about a decision not to hire, but does not really help determine if the applicant will perform well at the job. Problems with code samples brought in by the applicant are that it might be the work of a third party and oral quizes at the interview are biased by the stress level of the encounter. The ultimate problem is that the interviewer is being asked to make an assessment of the applicant skills and ability to perform well in the position, without ever actually working with the applicant. And unfortunately, too many additional factors (not not solely technical skill) will determine whether the applicant will be a good fit for the company and the position. Just my two cents.

Matthew M. Harmon (630) 637-3252

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