New Show Posted
SelectViews – Today’s show is an interview with two different people – Brian Knight and Scott Golightly. Find out about things they see in the field, how they approach their respective technology areas and much more.
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Find count of successful jobs with in range SP
The following procedure called usp_GetCountJobSuccessInRange gets a job name , number of days and run status that corresponds to the Run status values 0,1,2,3,4,5 (SEE table) The procedure checks the count of jobs that fall in the run status category (failed-0, success-1 etc) and that where executed within the days range (until the current day from current days – number days given)
Social Networks and Hiring for Technology Jobs
[Send in your thoughts here] The comments continue to arrive in droves – here are several more as food for thought.
Kraig: "If I was looking to hire an individual in this situation, I’d confront them about it in the second or third interview. They may not have an online presence because they are disengaged. If this is the case, then I’d pass them up for a different candidate.
They may also feel passionately that their identity and their personal data belong only to them and is not to be shared. The good DBAs I’ve worked with over the years have a passion for data. Some are very secretive, some are very open, but being secretive does not necessarily preclude being a good DBA. If anything, I’d have more respect for a DBA who was able to contribute and keep his identity anonymous. Personal data management and identity management is difficult, but one that a skilled DBA should be able to manage.
We live in an information based economy. Information is money. Too many people give up too much information too easily with too little compensation."
Ralph: "I have recently attempted to find someone on the internet who, supposedly, was a well respected person with regard to database work. I had the same experience of drawing a blank . . . zero hits that actually related to that person. I did get several hits related to someone with a virtually identical name, though. So, I thought, "Hey, who knows . . . I could have written down the name wrong." So I checked out the person that I did get hits on . . . only to establish that it was not the person I had searched for.
I have to admit that I am now extremely leery about dealing with the person for whom I searched. If there are no blogs, blog comments, or posts of any kind and I can’t find any record of that person being active in any way on the internet, I have the feeling that there is just something a little odd about their claim to be "a well respected person with regard to database work." After all, even if it was a comment by somebody else, shouldn’t they show up in a comment, blog, or profile somewhere? Or did they, maybe, find that other hit and decide that, since the name is really close to theirs, they could piggy-back on that person’s reputation?"
Jeff: "While it is odd not to find ANYTHING about a person, I think there’s a fine line here on how to use any information gained in this way as part of a formal vetting process.
Perhaps the person uses a pseudonym to post. In a sense, I do this on some sites because my account name is associated with my business.
Even if the name matches, how can you be sure that it’s the same person you’re interviewing and not just someone with the same name? Or, worse yet, how do you know the person actually made the post and is not the victim of a malicious hoax?
Assuming you’ve found the correct person’s posts, how many do you review for content? If the person’s answer is incorrect in some way how does impact your opinion of them? If it was incorrect, but they learned from the responses of other posters, does this still count against them?
Assuming this becomes a formalized part of the employment process, I think there will have to be opportunities for the prospective employee to discuss (and defend) any information found in this way."
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