SSWUGtv
With Stephen Wynkoop
SQL Server Tip of the Day – handling big data… quantities. Tips and food for thought
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Interviewing Ideas
Today I share thoughts from you, our readers, in response to yesterday’s editorial on "What is Important When Interviewing Software Developers?"
Kerry:
The first question I always ask is "do you enjoy coding".
There are skills and there is attitude. I have worked with coders that have little respect or knowledge for qualifications or theory but who are brilliant if erratic programmers. I have also worked with people that know all the theory and techniques but have no real problem solving skills.
Of course perfection is when you get the two attributes together, but in a small shop, I would prefer minimum theory and bags of enthusiasm rather than the other way around.
Marcia:
Good questions. What do you consider good answers?
Alex:
Although one pool can debate on that; but my votes goes to you. Yes, I am agree with your points and your thoughts. I would like to add here for supporting your thoughts; Every single project or join a new organization is a new beginning or a fresh start.
I mean every new step in the new arena encompass numerous opportunity to learn new things (adopting / using best practices), however a person’s ability to applied their skills eventually help him to become success path.
It’s all depend on how much a person intelligent and logic. For me a “definition of intelligence” is not limited to learn from my own mistake; I would add “learn from other mistakes and their skills”.
Ilango:
I do align much of your thought process in terms of looking for the fundamental background knowledge than specific technical skills. Esp. in my domain (Medical device application software development), configuration management, traceability are as important as good design. Unfortunately not all domain expect/enforce stringent quality measures and company might follow general tools/process to meet their business needs.
That said, while I evaluate these exposure from the candidates, I often go indirectly on this by getting the candidate discuss on his earlier experience and his relevance in the team. While doing so we can assess the candidate both technical (any key need for the requirement like multithreading / WPF etc) and process compliance and exposure. This way it could be simple open discussion and would give true measure on the candidate.
FYI: MOST times it worked for me 😉
Tomorrow we’ll be looking at Slow drain Resources on your database servers. Do you have processes that just get slower over time and kind of creep up on you until the system can’t handle the load? Share your experience with an Email to btaylor@sswug.org.
Cheers,
Ben
$$SWYNK$$
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