SQL test for job candidates

I'd be happy to connect with you to discuss.  I used to have a test I'd administer to candidates but it's outdated now.  Are you looking for a developer (writes code, troubleshoots performance, etc) or more of a DBA (i.e. performs backups, manages users, etc)?

Thanks, Heather! Do you have time for a phone call later today or on Monday?

We're looking for more of a developer to create customizations for us in the system, but someone who can also manage users, security, etc. I do that know as the box office manager.

I'm morbidly curious about what a good MS SQL interview test would be: I think I got about 50% on the quiz during my interview for this position, long long ago.  Didn't do much SQL at the time, and it was all MySQL...

We don't have anything currently, so I'd love if you could share what you end up going with!

That being said, it's much easier to teach SQL skills than it is to teach clear & collaborative communication skills, so just make sure you're testing both! :)

I can touch base on Monday, but not until the afternoon.  I'm free from 1:00 PM to about 4:30.  If you want to take this offline to make scheduling this easier, my email is hsheridan@mos.org.  Looking forward to chatting.

Agreed! Communication and people skills aren't nearly as trainable as SQL. I had a couple of days worth of SQL training when I administered Microsoft Dynamics in a past life and then took a couple of online classes as a refresher when I became a Tessitura Sys Admin. I'm able to write custom reports, stored procedures, and tons of queries with what I've learned through those classes, on the job experience, and TLCC sessions. I'd love to see the test you end of designing to see how I'd do. 

Best of luck!

Well said Nancy. I know someone who started with sql competency around 40% and possessing a great heart. She is now the dir of data services at proctor and Gamble. I started with mainframe Cobol talking to a mainframe sql server.i know code. Her code is da bomb.

On Jun 29, 2018 2:19 PM, Nancy Sheleheda wrote:

[cid:Tessitura_2D00_Network_2D00_logo_5F00_1500x421-png_2D00_150x42-png@tessituranetwork.com] Update from Tessitura Network

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Nancy Sheleheda

I have never been very successful at using code tests to determine technical aptitude. I second the motion about communication and people skills. Also, I feel like I can teach anyone to code, but I can’t teach people to be curious and to think.

Good luck!

Nancy Sheleheda

Sr. Director of Application Development and Support Services

Pittsburgh Cultural Trust

803 Liberty Avenue, Pittsburgh, Pa 15222

412-456-1387

Sheleheda@trustarts.org | TrustArts.org

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The way I looked at it was if you know the SQL then I can give you time to learn how the Theatre and the users work, or if you know how Theatres work then we can teach the SQL, but you need a good knowledge of SQL or in a Theatre.
Which is why I tend to set 2 tests. One sql focused and the other on information gathering.

SQL technicaltest - I set some queries up for people to explain what they do, or what they think they did - often with simpler questions like how many columns does it bring back if they struggle or are nervous at the start.
Then some with obvious mistakes - like not incrementing a variable in a loop.
Finally a test where you add an extra table into the sql that causes that amount paid to almost double in the second query result but keeps the seat count the same - so testing how thoroughly people not only check the sql but the result (common sense checking) and if they know what caused it/how to fix it

This is an oral test rather than written as I always felt it was more important to understand how people try to tackle a problem rather than just knowing the right answer, this was a way to judge people with less SQL knowledge who may have strengths elsewhere as well as ascertaining the level of experience of those with SQL knowledge. This part of the interview also involved DP and PCI knowledge.

That was the technical test, the second test itries to find out if they understand what information they need to get and to see who they go about asking a user for the information - have had more experience than I like of having people spend days writing some complex sql and when the user sees it say it isn't right and tell you what they need to change which in the majority of cases led to the sql being simpler and a couple of hours work.

Setting them the problem that Dev team wants to record usage of First Night tickets against their patrons. A member of the Dev team is in the interview and is their to be asked questions about this.
Most SQL devs don't do that but try to concentrates on writing the SQL even without knowing table structures or what the user actually want. How people approach asking the Dev user what they are trying to do and asking for clarification on terms etc again tells you a lot about how someone approaches solving a problem which can often be more important in the long run as they will always be faced with an issue they haven't seen before.
Admitting to not knowing something (esp in an interview) is one of the better indicators in this test.

Unfortunately I don't have copies of tests as they were with the last place I worked.

There are some people on the forums here who have experienced these tests though.

Thank you all for your advice. I agree, and after over 20 years in the non-profit sector, I hire with these things in mind: You can't teach someone to care. Will their personality fit in well with others already here? How well do they communicate by writing, by phone, and in person? If they're the right fit and are willing to learn on the job, like SQL, then hiring that person over the person with tons of SQL experience but the wrong fit personality-wise, is almost always the better choice, and that person will likely stick around longer. Some of us are nervous about hiring someone with two learning curves: SQL and Tessitura. However, we like the idea of testing someone to see how they handle the situation, as some of you have done or are currently doing. Being able to say "I don't know" while remaining calm and confident are important skills. I find exhibiting a high emotional IQ works well in the non-profit world.