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!
 
Innis.
 
---------------------- 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
HarmonMatthewM@jdcorp.deere.com