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  • Can you suggest some UI related flex 3 interview questions for a senior pos?

    - by mohan talluri
    Our Company is looking for a sr.flex developer. As part of interview process customized UI understanding and implementation is also included. I am Usability&design Lead for the same product team have some understanding of flex 3 but am not sure if pure UI/usability questions can be answered by flex developer. So can you suggest some UI related questions to see if he/she has competency to refer a prototype(html/mockup's) and build the same UI in flex.

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  • You Are Hiring But Do Candidate&rsquo;s Want to Work For You

    - by david.talamelli
    So here you are – it has happened, you are now interviewing for that position that you have either applied for or maybe were called about. Whether you are an “active” candidate looking for a job or a “passive” candidate who was contacted about the opportunity, it doesn’t matter now. Regardless of the circumstances of how you got to the interview stage, how you and your new potential manager connect with each other at interview will play a part in whether you are successful in landing that job. The best manager/employee relationships I think tend to be the ones where both the manager and employee have a common goal that they are both working towards and they work together in unison to achieve these goals. Candidates – when you are interviewing for a role, remember that an interview is a two way process. An interview shouldn’t be just a case of a company interviewing you to see if you are a good fit for a certain role. Don’t forget in an interview process it is equally important that you take the opportunity to similarly interview the company to see if that role/company are the right place for you to move to as the next step in your career. I think an interview should not only be a chance for a Hiring Manager to get to better know a candidate and asses his capability and cultural fit for a team/company but it should also be a chance for the candidate to similarly assess a company or manager about whether they are someone that they want to work with. Managers – I know Recruiters have been talking about the “war for talent” since before many of you were managers, but there is no denying it – it exists. You are not only competing with other companies for talented individuals but you are also competing with the existing companies that those talented individuals are working at. Companies are not going to let the people they have identified as superstars resign without a fight (this is the classic Counter Offer scenario which may be another blog post in itself). So how do we get these great people – their current employer will do all they can to keep them, everyone else wants them – does this mean all hope is lost? No, absolutely not. The same reasons that have always existed on why candidates are interested in other opportunities is still there: it could be that someone is looking for career advancement, or they want the chance to work with new technology or maybe you have an opportunity that is exactly what that person is looking to do. As a Hiring Manager don’t just conduct your interviews in question/answer mode. You should talk to that individual to work out what it is they are looking for and you can then relate how your role addresses that. It is potentially going to be the two of you working together so you two are the ones who have to be most comfortable with each other. Don’t oversell the role – set realistic expectations of what that candidate can expect working in your team – give them the good, the bad and the ugly so they can make an informed decision. Manager’s think back to when you last were looking for a job and put yourself in the candidate’s shoes. When you were looking for a job, what was it that you wanted to know about Oracle, or what was it that you wanted more information about. There are some great Business Leaders that work here at Oracle – if you are one of them it is likely that you already are doing all these things anyway. The good news for you is that you are also likely raising yourself head and shoulders above what many interviewers do – that in itself gives you a competitive advantage in this ‘war for talent’ but as a great Business Leader you already know that

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  • Online Classes on ASP .Net for FREE

    Here are some of the FREE upcoming ASP .Net classes at WiZiQ. 1. 5 imp ASP.NET interview questions by Questpond    Sunday, April 11, 2010 12:30 AM (EST)5 imp .NET interview questions by Questpond     Sunday, April 18, 2010 12:30 AM (EST)3. 5 imp ADO.NET interview questions by Questpond     Saturday, April 24, 2010 12:30 AM (EST)4. 5 important .NET interview questions by ...Did you know that DotNetSlackers also publishes .net articles written by top known .net Authors? We already have over 80 articles in several categories including Silverlight. Take a look: here.

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  • Interview question: difference between object and object-oriented languages.

    - by Bar
    My friend was asked the following question: what's the difference between object language and object-oriented language? It's a little unintelligible question. What does term «object language» correspond to? Does that mean «pure» object-oriented language, like the Wikipedia article says: Languages called "pure" OO languages, because everything in them is treated consistently as an object, from primitives such as characters and punctuation, all the way up to whole classes, prototypes, blocks, modules, etc. They were designed specifically to facilitate, even enforce, OO methods. Examples: Smalltalk, Eiffel, Ruby, JADE, VB.NET.

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  • The Jack LaLanne School of Sysadmins

    - by rickramsey
    Two of my childhood heroes were Tarzan and Jack LaLanne. Tarzan was an obvious choice: what boy wouldn't want to spend his days bungee jumping through the jungle with his own pack of gorillas? Jack Lalanne had a disturbing habit of wearing stretch pants, but he was so damn fit for an old guy that you couldn't help but be impressed. Especially back then, when nobody knew what a dumb bell was, much less Cross-Fit. Here's what he did to celebrate his 70th birthday. Sooner or later we all face a choice in our careers: surrender to the life of a has-been like Bruce Sprinsteen's baseball player or become an unstoppable sysadmin like Jack Lalanne. If you'd rather keep on fighting like Jack, give these resources a look. Brian Bream's blog provides specific suggestions for keeping your skills up to date. The video interviews describe the types of technologies that are challenging what you used to know. Blog: The Old School Sysadmin - A Dying Breed? by Brian Bream "The sysadmin role has been far too dependent on performing repetitive tasks and working in a reactionary mode ... the sysadmin must grow a much larger skill set to be successful. Don’t grow vertically in one technology, grow horizontally amongst many technologies." Just one of the suggestions Brian Bream provides in this excellent blog post. Video: Freeing the Sysadmin From Repetitive Tasks Interview with Marshall Choy Marshall Choy, Director of Optimized Solutions at Oracle was once a sysadmin. And a Solaris engineer. He explains what optimized solutions are, how they are developed and tested, how they handle patching, and how these vertically integrated systems impact the job and duties of a sysadmin. Video: The Oracle Database Appliance Interview with Bob Thome Bob Thome, Senior Director of Product Management, explains what makes the Database Appliance simple, reliable, and affordable, and how it could change the economies and processes of the data center. Video: Why Pinellas County Chose Oracle Exalytics Interview with Gautham Gautham (pronounced like Batman's Gotham) recently led an effort to refresh the Pinellas County hardware systems. He'll explain what they were looking for, why they chose Oracle Exalytics, how they became convinced it was the right decision, and how it changed the way they managed their data center. Video: DTrace for System Administrators Interview with Brendan Gregg This video interview will give you an idea of some of the value-add tasks you can perform when you are freed from the reactive mode that Brian Bream describes in his blog. Brendan Gregg describes the best ways for sysadmins to tune deployed applications to get more performance out of them in their particular computing environment photograph of Ford Mustang GT 500 taken at Gateway Museum copyright by Rick Ramsey -Rick Follow me on: Blog | Facebook | Twitter | Personal Twitter | YouTube | The Great Peruvian Novel

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  • ZooZoo’s Are Back! Watch & Download ICC Cricket World Cup 2011 ZooZoo Ads

    - by Gopinath
    For the past couple of years VodaFone ZooZoo’s are integral part of major Cricket events. We have seen them as part of IPL 2 and IPL 3 and now as part of the on going ICC Cricket World Cup 2011 new ZooZoo ads are back on Televisions.  ZooZoos are adorable and they are my favourite videos to watch to relax. So here I’m going to post all the ZooZoo ads that are being aired on televisions as part of ICC Cricket World Cup 2011. If you love to keep the ZooZoo ads collections on you PC, you can click the download link next to each ad and save the videos. Downloads are available in FLV (for viewing on computers) and MP4 (for mobile phones) . Have Fun! Excited girl Zoozoo Interview [Download It] Pilot ZooZoo Interview [Download It] Angry Zoozoo Interview [Download It] Two ZooZoos Interview [Download It] This article titled,ZooZoo’s Are Back! Watch & Download ICC Cricket World Cup 2011 ZooZoo Ads, was originally published at Tech Dreams. Grab our rss feed or fan us on Facebook to get updates from us.

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  • How the OS Makes the Database Scream

    - by rickramsey
    source Few things are as satisfying as a screaming burnout. When Oracle Database engineers team up with Solaris engineers, they do a lot of them. Here are a few of the reasons why. Article: How the OS Makes the Database Fast - Oracle Solaris For applications that rely on Oracle Database, a high-performance operating system translates into faster transactions, better scalability to support more users, and the ability to support larger capacity databases. When deployed in virtualized environments, multiple Oracle Database servers can be consolidated on the same physical server. Ginny Henningsen describes what Oracle Solaris does to make the Oracle database run faster. Interview: Why Is The OS Still Relevant? In a world of increasing virtualization and growing interest in cloud services, why is the OS still relevant? Michael Palmeter, senior director of Oracle Solaris, explains why it's not only relevant, but essential for data centers that care about performance. Interview: An Engineer's Perspective: Why the OS Is Still Relevant Sysadmins are handling hundreds or perhaps thousands of VM's. What is it about Solaris that makes it such a good platform for managing those VM's? Liane Praza, senior engineer in the Solaris core engineering group provides an engineer's perspective. Interview in the Lab: How to Get the Performance Promised by Oracle's T5 SPARC Chips If you want your applications to run on the new SPARC T5/M5 chips, how do you make sure they use all that new performance? Don Kretsch, Senior Director of Engineering, explains. Interview: Why Oracle Database Engineering Uses Oracle Solaris Studio The design priorities for Oracle Solaris Studio are performance, observability, and productivity. Why this is good for ISV's and developers, and why it's so important to the Oracle database engineering team. Taped in Oct 2012. - Rick Follow me on: Blog | Facebook | Twitter | YouTube | The Great Peruvian Novel

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  • La réponse d’Oracle aux nouveaux enjeux de la Grande Distribution Catégorie Apps

    - by Valérie De Montvallon
    Retrouvez l'interview de Franck Westrelin, Directeur Associé Oracle Retail, lors du Retail Business Technologie Forum du 20 novembre 2012 à Paris. Résumé de l'interview : Franck Westerlin discute des grandes tendances de la distribution : les changements du comportement client, l'étendu des outils d’achat et d’interactions clients, l'environnement concurrentiel et saturé… Il présente aussi les attentes des consommateurs actuels : une expérience d’achat de qualité, l'homogénéité et la cohérence par rapport aux points d’interactions avec les distributeurs. Enfin, il démontre comment Oracle répond à ces enjeux grâce à l'innovation : optimisation des interactions client et des processus métier (Gestion commerciale, eCommerce, planifications, CRM, back office magasin, supply chain…) Retrouvez l'interview sur notre Chaine Youtube Oracle Applications France ! 

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  • When will UDS sponsorship final list be announced?

    - by Manish Sinha
    UDS-O is being held at Budapest, Hungary and the sponsorships are open which closes on 28th of March. My question is when will the final list be announced? Will there be more than one month period for people to apply for Visa? e.g. I live in India and when we apply for Schengen Visa for the first time, it takes around 2 weeks for the visa interview(period depends on the rush). Then another week for interview and Visa to be stamped. AFAIK the application, interview and collection has to be done in person. This is all what I have heard. So will Canonical give one month time minimum for people in Eastern part of the world or countries where Schengen countries have tougher rules for visa? It would be great if they could finalize the names a bit faster and announce the list by first week of April. I am hoping Jorge or Jono might come and answer this.

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  • Java - learning / migrating fast

    - by Yippie-Kai-Yay
    This is not one of those questions like "How do I learn Java extremely fast, I know nothing about programming, but I heard Java is cool, yo". I have an interview for a Java Software Developer in a couple of weeks and the thing is that I think that I know C++ really good and I am somewhat good at C# (like, here I can probably answer on a lot of questions related to these languages), but I have almost zero experience with Java. I have a lot of projects written in both languages, I participiated in several open-source projects (mostly C++, though). Now, what should I do (in your opinion) to prepare myself for this Java interview. I guess migrating from C# to Java should be kind of fast, especially when you know a lot about programming in global, patterns, modern techniques and have a lot of practical experience behind you. But still two weeks is obviously not enough to get Java in-depth - so what should I focus on to have the best chances to pass the interview? Thank you.

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  • Code sample after Job offer?

    - by mdominick
    I was verbally offered a job and the manager insisted that I start the day after the following day from the interview; so two days after the interview. I left the interview unsure of the offer the manager called me later that day and I agreed to take the position. At this point, I was told that I would get an offer letter the following day and would start the day after that. Later that evening I was asked for a code sample. I have yet to receive the offer letter the business day is about to close. I've been mostly contracting and usually answer technical questions or show samples at the beginning of the process and find this situation somewhat odd. Is this a common practice? Should I call the manager before business closes?

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  • Java - learning / migrating fast

    - by Yippie-Kai-Yay
    Hello! This is not one of those questions like "How do I learn Java extremely fast, I know nothing about programming, but I heard Java is cool, yo". I have an interview for a Java Software Developer in a couple of weeks and the thing is that I think that I know C++ really good and I am somewhat good at C# (like, here I can probably answer on a lot of questions related to these languages), but I have almost zero experience with Java. I have a lot of projects written in both languages, I participiated in several open-source projects (mostly C++, though). Now, what should I do (in your opinion) to prepare myself for this Java interview. I guess migrating from C# to Java should be kind of fast, especially when you know a lot about programming in global, patterns, modern techniques and have a lot of practical experience behind you. But still two weeks is obviously not enough to get Java in-depth - so what should I focus on to have the best chances to pass the interview? Thank you.

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  • career advice for PhD scientist seeking to program?

    - by C SD
    I'm largely a self-taught programmer. In fact, I first started programming about half way through biophysics grad school, and even though I think I've done some pretty nice work, I've never worked as part of a 'serious' development team that had more than one or two other developers (and I wouldn't hesitate to call them equally inexperienced in software development as a profession). After finishing my PhD I applied to Google, on a lark, since I had some confidence in my abilities, if not necessarily my experience, and I was hoping to maybe slip in and absorb all the experience and talent I'd be surrounded with and become productive enough, quickly enough, that they wouldn't immediately regret their decision. I was excited to actually get invited to interview up at Mountain View (this was ~ mid 2008). Overall, my memory of the interview was very positive, but after close to a three month wait (is that normal?) they ended up turning me down. I wasn't too surprised or disappointed (aside from the uncomfortably long wait) given my unusual background and admitted lack of experience. I decided to continue as a postdoc, but focus on improving my skills rather than doing research. I've done about three years of that, and my honest assessment is that I've learned a ton more, but I really need more of a peer group to maintain or accelerate my growth. Google invited me to interview again about eight months ago, and the interview process went even better than the first time around (I thought), though they again declined to give me an offer. I have to admit this second rejection was much more discouraging. They had insisted I interview even after I mentioned to them that a move on my part was unlikely given that I had bought a house, gotten married, etc. since the first interview. I guess I was hoping they'd at least give me an offer that I could parlay into a more conventional, but still interesting, programming position close to home. So here I am, going on my third year out of grad school, a glorified postdoc and I'm starting to get pretty discouraged. Even though I could technically get 'back-on-track' for a career in science, I have been focusing the vast majority of this time on gaining programming experience rather than on research and publications. The problem is, whenever I look, most job listings have requirements that seem impossibly grandiose and I hesitate to apply. That, or the job/project seems incredibly dull. Ironically, applying to Google struck me as less intimidating. I suspect that either most people are just a lot less realistic than I am when it comes to assessing how long it will take for them to get up to speed, or they don't care; my fear is that I'm just woefully unqualified for any interesting, well paying work. IE: I'm confident I could switch fully back into C++ mode with a couple weeks work (I mostly use C,Python,C# daily) but I don't list myself as being 'proficient' in C++ on my CV, or applying for jobs that 'require' such knowledge. The few applications for which I did feel I was a legitimately good match have not elicited a response. I suspect the following things are potential problems with my application/CV and I would like feedback on: I don't have a CS degree. My BS was in biochemistry and molecular biology, my PhD in biophysics. I took a undergrad and grad level CS course at UCSD and completely killed them, but I don't know how to translate that to my CV effectively. I have a PhD, but it's not in CS... I've been debating if I should remove it from my CV, and wether or not it would then be misleading to list at least some of those years as some kind of 'programming' job (in many respects it was). I think there are sometimes strong stigmas associated with 'self-taught' programmers. I am certainly one of those. I even recognize that some of those stigmas hold a hint of truth, but I really do want to be an asset to a team. How do I communicate that even though I have been largely self-directing for ~8 years I can still take marching orders when needed? Do I just say so outright? Should I just become a lot less scrupulous about the whole process? anecdote: I have a friend who applied for positions where he completely fudged his qualifications to get past the first culling. He was much more honest and forthcoming about his actual qualifications when contacted and he still managed to get invited to a couple of interviews and even got some offers. His balls are larger than mine though.

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  • The JCP Celebrates 15 Years in 2014

    - by Heather VanCura
    The JCP Program is celebrating fifteen years of collaborative work from companies, academics, individual developers and not-for-profits from all over the world who have come together to develop Java technology through the JCP.  In June, we held a party at the Computer History Museum in Mountain View, California in conjunction with the Silicon Valley Java User Group (SVJUG). You can check out the Nighthacking videos and pictures from the party: Video Interview with James Gosling Video Interview with Van Riper & Kevin Nilson Video Interview with Rob Gingell If you missed the party, we have kits for Java User Groups (JUG) to order to celebrate with your Java User Group (JUG) in 2014.  Fill out the order form and we will send a presentation, party favors, posters and a raffle item for your local JUG 15 year JCP Celebration! And next month we will have another celebration during the annual JavaOne Conference in San Francisco.  The JCP Party & Awards ceremony will be Monday, 29 September at the Hilton in Union Square.  Reserve your ticket early!

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  • Is OO-programming really as important as hiring companies place it?

    - by ale
    I am just finishing my masters degree (in computing) and applying for jobs.. I've noticed many companies specifically ask for an understanding of object orientation. Popular interview questions are about inheritance, polymorphism, accessors etc. Is OO really that crucial? I even had an interview for a programming job in C and half the interview was OO. In the real world, developing real applications, is object orientation nearly always used? Are key features like polymorphism used A LOT? I think my question comes from one of my weaknesses.. although I know about OO.. I don't seem to be able to incorporate it a great deal into my programs. I would be really interested to get peoples' thoughts on this!

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  • Is not being paid for training normal?

    - by user23838
    I'm a recent college graduate, and I recently had a interview with a company for an entry-level programming job. The company told me that they require two months of unpaid training for all entry level programmers. The reason given was that since they are providing free training, there wouldn't be any compensation. Is this normal? Update For others junior developers looking at this: Don't go for these type of scams. This was my first interview. I interview with 10 other companies around the area and got about 9 job offers from them. I worked for a fortune 50 company for 9 months with good pay and recently found a better opportunity for even better pay and better work. I guess moral is to be patient and have confidence in yourself.

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  • Down Tools Week Cometh: Kissing Goodbye to CVs/Resumes and Cover Letters

    - by Bart Read
    I haven't blogged about what I'm doing in my (not so new) temporary role as Red Gate's technical recruiter, mostly because it's been routine, business as usual stuff, and because I've been trying to understand the role by doing it. I think now though the time has come to get a little more radical, so I'm going to tell you why I want to largely eliminate CVs/resumes and cover letters from the application process for some of our technical roles, and why I think that might be a good thing for candidates (and for us). I have a terrible confession to make, or at least it's a terrible confession for a recruiter: I don't really like CV sifting, or reading cover letters, and, unless I've misread the mood around here, neither does anybody else. It's dull, it's time-consuming, and it's somewhat soul destroying because, when all is said and done, you're being paid to be incredibly judgemental about people based on relatively little information. I feel like I've dirtied myself by saying that - I mean, after all, it's a core part of my job - but it sucks, it really does. (And, of course, the truth is I'm still a software engineer at heart, and I'm always looking for ways to do things better.) On the flip side, I've never met anyone who likes writing their CV. It takes hours and hours of faffing around and massaging it into shape, and the whole process is beset by a gnawing anxiety, frustration, and insecurity. All you really want is a chance to demonstrate your skills - not just talk about them - and how do you do that in a CV or cover letter? Often the best candidates will include samples of their work (a portfolio, screenshots, links to websites, product downloads, etc.), but sometimes this isn't possible, or may not be appropriate, or you just don't think you're allowed because of what your school/university careers service has told you (more commonly an issue with grads, obviously). And what are we actually trying to find out about people with all of this? I think the common criteria are actually pretty basic: Smart Gets things done (thanks for these two Joel) Not an a55hole* (sorry, have to get around Simple Talk's swear filter - and thanks to Professor Robert I. Sutton for this one) *Of course, everyone has off days, and I don't honestly think we're too worried about somebody being a bit grumpy every now and again. We can do a bit better than this in the context of the roles I'm talking about: we can be more specific about what "gets things done" means, at least in part. For software engineers and interns, the non-exhaustive meaning of "gets things done" is: Excellent coder For test engineers, the non-exhaustive meaning of "gets things done" is: Good at finding problems in software Competent coder Team player, etc., to me, are covered by "not an a55hole". I don't expect people to be the life and soul of the party, or a wild extrovert - that's not what team player means, and it's not what "not an a55hole" means. Some of our best technical staff are quiet, introverted types, but they're still pleasant to work with. My problem is that I don't think the initial sift really helps us find out whether people are smart and get things done with any great efficacy. It's better than nothing, for sure, but it's not as good as it could be. It's also contentious, and potentially unfair/inequitable - if you want to get an idea of what I mean by this, check out the background information section at the bottom. Before I go any further, let's look at the Red Gate recruitment process for technical staff* as it stands now: (LOTS of) People apply for jobs. All these applications go through a brutal process of manual sifting, which eliminates between 75 and 90% of them, depending upon the role, and the time of year**. Depending upon the role, those who pass the sift will be sent an assessment or telescreened. For the purposes of this blog post I'm only interested in those that are sent some sort of programming assessment, or bug hunt. This means software engineers, test engineers, and software interns, which are the roles for which I receive the most applications. The telescreen tends to be reserved for project or product managers. Those that pass the assessment are invited in for first interview. This interview is mostly about assessing their technical skills***, although we're obviously on the look out for cultural fit red flags as well. If the first interview goes well we'll invite candidates back for a second interview. This is where team/cultural fit is really scoped out. We also use this interview to dive more deeply into certain areas of their skillset, and explore any concerns that may have come out of the first interview (these obviously won't have been serious or obvious enough to cause a rejection at that point, but are things we do need to look into before we'd consider making an offer). We might subsequently invite them in for lunch before we make them an offer. This tends to happen when we're recruiting somebody for a specific team and we'd like them to meet all the people they'll be working with directly. It's not an interview per se, but can prove pivotal if they don't gel with the team. Anyone who's made it this far will receive an offer from us. *We have a slightly quirky definition of "technical staff" as it relates to the technical recruiter role here. It includes software engineers, test engineers, software interns, user experience specialists, technical authors, project managers, product managers, and development managers, but does not include product support or information systems roles. **For example, the quality of graduate applicants overall noticeably drops as the academic year wears on, which is not to say that by now there aren't still stars in there, just that they're fewer and further between. ***Some organisations prefer to assess for team fit first, but I think assessing technical skills is a more effective initial filter - if they're the nicest person in the world, but can't cut a line of code they're not going to work out. Now, as I suggested in the title, Red Gate's Down Tools Week is upon us once again - next week in fact - and I had proposed as a project that we refactor and automate the first stage of marking our programming assessments. Marking assessments, and in fact organising the marking of them, is a somewhat time-consuming process, and we receive many assessment solutions that just don't make the cut, for whatever reason. Whilst I don't think it's possible to fully automate marking, I do think it ought to be possible to run a suite of automated tests over each candidate's solution to see whether or not it behaves correctly and, if it does, move on to a manual stage where we examine the code for structure, decomposition, style, readability, maintainability, etc. Obviously it's possible to use tools to generate potentially helpful metrics for some of these indices as well. This would obviously reduce the marking workload, and would provide candidates with quicker feedback about whether they've been successful - though I do wonder if waiting a tactful interval before sending a (nicely written) rejection might be wise. I duly scrawled out a picture of my ideal process, which looked like this: The problem is, as soon as I'd roughed it out, I realised that fundamentally it wasn't an ideal process at all, which explained the gnawing feeling of cognitive dissonance I'd been wrestling with all week, whilst I'd been trying to find time to do this. Here's what I mean. Automated assessment marking, and the associated infrastructure around that, makes it much easier for us to deal with large numbers of assessments. This means we can be much more permissive about who we send assessments out to or, in other words, we can give more candidates the opportunity to really demonstrate their skills to us. And this leads to a question: why not give everyone the opportunity to demonstrate their skills, to show that they're smart and can get things done? (Two or three of us even discussed this in the down tools week hustings earlier this week.) And isn't this a lot simpler than the alternative we'd been considering? (FYI, this was automated CV/cover letter sifting by some form of textual analysis to ideally eliminate the worst 50% or so of applications based on an analysis of the 20,000 or so historical applications we've received since 2007 - definitely not the basic keyword analysis beloved of recruitment agencies, since this would eliminate hardly anyone who was awful, but definitely would eliminate stellar Oxbridge candidates - #fail - or some nightmarishly complex Google-like system where we profile all our currently employees, only to realise that we're never going to get representative results because we don't have a statistically significant sample size in any given role - also #fail.) No, I think the new way is better. We let people self-select. We make them the masters (or mistresses) of their own destiny. We give applicants the power - we put their fate in their hands - by giving them the chance to demonstrate their skills, which is what they really want anyway, instead of requiring that they spend hours and hours creating a CV and cover letter that I'm going to evaluate for suitability, and make a value judgement about, in approximately 1 minute (give or take). It doesn't matter what university you attended, it doesn't matter if you had a bad year when you took your A-levels - here's your chance to shine, so take it and run with it. (As a side benefit, we cut the number of applications we have to sift by something like two thirds.) WIN! OK, yeah, sounds good, but will it actually work? That's an excellent question. My gut feeling is yes, and I'll justify why below (and hopefully have gone some way towards doing that above as well), but what I'm proposing here is really that we run an experiment for a period of time - probably a couple of months or so - and measure the outcomes we see: How many people apply? (Wouldn't be surprised or alarmed to see this cut by a factor of ten.) How many of them submit a good assessment? (More/less than at present?) How much overhead is there for us in dealing with these assessments compared to now? What are the success and failure rates at each interview stage compared to now? How many people are we hiring at the end of it compared to now? I think it'll work because I hypothesize that, amongst other things: It self-selects for people who really want to work at Red Gate which, at the moment, is something I have to try and assess based on their CV and cover letter - but if you're not that bothered about working here, why would you complete the assessment? Candidates who would submit a shoddy application probably won't feel motivated to do the assessment. Candidates who would demonstrate good attention to detail in their CV/cover letter will demonstrate good attention to detail in the assessment. In general, only the better candidates will complete and submit the assessment. Marking assessments is much less work so we'll be able to deal with any increase that we see (hopefully we will see). There are obviously other questions as well: Is plagiarism going to be a problem? Is there any way we can detect/discourage potential plagiarism? How do we assess candidates' education and experience? What about their ability to communicate in writing? Do we still want them to submit a CV afterwards if they pass assessment? Do we want to offer them the opportunity to tell us a bit about why they'd like the job when they submit their assessment? How does this affect our relationship with recruitment agencies we might use to hire for these roles? So, what's the objective for next week's Down Tools Week? Pretty simple really - we want to implement this process for the Graduate Software Engineer and Software Engineer positions that you can find on our website. I will be joined by a crack team of our best developers (Kevin Boyle, and new Red-Gater, Sam Blackburn), and recruiting hostess with the mostest Laura McQuillen, and hopefully a couple of others as well - if I can successfully twist more arms before Monday.* Hopefully by next Friday our experiment will be up and running, and we may have changed the way Red Gate recruits software engineers for good! Stay tuned and we'll let you know how it goes! *I'm going to play dirty by offering them beer and chocolate during meetings. Some background information: how agonising over the initial CV/cover letter sift helped lead us to bin it off entirely The other day I was agonising about the new university/good degree grade versus poor A-level results issue, and decided to canvas for other opinions to see if there was something I could do that was fairer than my current approach, which is almost always to reject. This generated quite an involved discussion on our Yammer site: I'm sure you can glean a pretty good impression of my own educational prejudices from that discussion as well, although I'm very open to changing my opinion - hopefully you've already figured that out from reading the rest of this post. Hopefully you can also trace a logical path from agonising about sifting to, "Uh, hang on, why on earth are we doing this anyway?!?" Technorati Tags: recruitment,hr,developers,testers,red gate,cv,resume,cover letter,assessment,sea change

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  • Get Across The Table & Share Your Story By Megha Kapil !!!

    - by Nadiya
    Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 I am sure many of you are presently sitting across the table facing an industry expert to prove your mettle. Generally when you think of an interview; first image is of someone firing you with questions & you trying to hit all the shots right. We make an interview look like a court room where you are a victim & being prosecuted to apply for job: Why have you applied for this job, why do you think you are fit for this role, tell me your strengths, tell me your weaknesses, How, When Where, What..?   Interview is a process of knowing a candidate & his/her fitment in the system for interviewer; where as for interviewee its understanding the organization & his/her role. We have made this process of interview synonym to Q&A session. However, as a matter of fact the best scenario is when an interviewee initiates a conversation; which seldom happens. Why don’t we look at our Interview as a meeting to discover a prospect of lifetime, a process to showcase best of our skills, an opportunity to learn while exchanging meaningful dialogue with experts from industry?  We all get inspired when we get to know somebody’s achievements. We like to listen to interesting life stories of people which are positive & motivating. Do you have a story? Everyone does… It’s only about realizing & putting it together. If you want to win the game then the only trick is to “Drive the Conversation”. Tell the interviewer your story; mind you “An Interesting Story”. It’s a non frictional story where you are the “Hero/ Heroine” & you display your strengths to the best. Your story has to be fabricated with hard facts, incidences, experiences & exposures that fits the role you are interested to be in. Story of your success, that describes your knowledge & awareness about the latest trends in industry; solutions which reflect your logical approach towards problem solving. A story which exhibits clarity of your thoughts & ambition; demonstrates your enthusiasm, willingness to learn & passion. Preparation gives you confidence & genuine preparation never goes unnoticed. Organizations look for distinctive individuals; so don’t try to be someone else. Know yourself; be what you are, articulate your characteristics & craft your Unique Story Right Now!! /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-family:"Calibri","sans-serif"; mso-ascii- mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi- mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;}

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  • SQL SERVER – Weekly Series – Memory Lane – #038

    - by Pinal Dave
    Here is the list of selected articles of SQLAuthority.com across all these years. Instead of just listing all the articles I have selected a few of my most favorite articles and have listed them here with additional notes below it. Let me know which one of the following is your favorite article from memory lane. 2007 CASE Statement in ORDER BY Clause – ORDER BY using Variable This article is as per request from the Application Development Team Leader of my company. His team encountered code where the application was preparing string for ORDER BY clause of the SELECT statement. Application was passing this string as variable to Stored Procedure (SP) and SP was using EXEC to execute the SQL string. This is not good for performance as Stored Procedure has to recompile every time due to EXEC. sp_executesql can do the same task but still not the best performance. SSMS – View/Send Query Results to Text/Grid/Files Results to Text – CTRL + T Results to Grid – CTRL + D Results to File – CTRL + SHIFT + F 2008 Introduction to SPARSE Columns Part 2 I wrote about Introduction to SPARSE Columns Part 1. Let us understand the concept of the SPARSE column in more detail. I suggest you read the first part before continuing reading this article. All SPARSE columns are stored as one XML column in the database. Let us see some of the advantage and disadvantage of SPARSE column. Deferred Name Resolution How come when table name is incorrect SP can be created successfully but when an incorrect column is used SP cannot be created? 2009 Backup Timeline and Understanding of Database Restore Process in Full Recovery Model In general, databases backup in full recovery mode is taken in three different kinds of database files. Full Database Backup Differential Database Backup Log Backup Restore Sequence and Understanding NORECOVERY and RECOVERY While doing RESTORE Operation if you restoring database files, always use NORECOVER option as that will keep the database in a state where more backup file are restored. This will also keep database offline also to prevent any changes, which can create itegrity issues. Once all backup file is restored run RESTORE command with a RECOVERY option to get database online and operational. Four Different Ways to Find Recovery Model for Database Perhaps, the best thing about technical domain is that most of the things can be executed in more than one ways. It is always useful to know about the various methods of performing a single task. Two Methods to Retrieve List of Primary Keys and Foreign Keys of Database When Information Schema is used, we will not be able to discern between primary key and foreign key; we will have both the keys together. In the case of sys schema, we can query the data in our preferred way and can join this table to another table, which can retrieve additional data from the same. Get Last Running Query Based on SPID PID is returns sessions ID of the current user process. The acronym SPID comes from the name of its earlier version, Server Process ID. 2010 SELECT * FROM dual – Dual Equivalent Dual is a table that is created by Oracle together with data dictionary. It consists of exactly one column named “dummy”, and one record. The value of that record is X. You can check the content of the DUAL table using the following syntax. SELECT * FROM dual Identifying Statistics Used by Query Someone asked this question in my training class of query optimization and performance tuning.  “Can I know which statistics were used by my query?” 2011 SQL SERVER – Interview Questions and Answers – Frequently Asked Questions – Day 14 of 31 What are the basic functions for master, msdb, model, tempdb and resource databases? What is the Maximum Number of Index per Table? Explain Few of the New Features of SQL Server 2008 Management Studio Explain IntelliSense for Query Editing Explain MultiServer Query Explain Query Editor Regions Explain Object Explorer Enhancements Explain Activity Monitors SQL SERVER – Interview Questions and Answers – Frequently Asked Questions – Day 15 of 31 What is Service Broker? Where are SQL server Usernames and Passwords Stored in the SQL server? What is Policy Management? What is Database Mirroring? What are Sparse Columns? What does TOP Operator Do? What is CTE? What is MERGE Statement? What is Filtered Index? Which are the New Data Types Introduced in SQL SERVER 2008? SQL SERVER – Interview Questions and Answers – Frequently Asked Questions – Day 16 of 31 What are the Advantages of Using CTE? How can we Rewrite Sub-Queries into Simple Select Statements or with Joins? What is CLR? What are Synonyms? What is LINQ? What are Isolation Levels? What is Use of EXCEPT Clause? What is XPath? What is NOLOCK? What is the Difference between Update Lock and Exclusive Lock? SQL SERVER – Interview Questions and Answers – Frequently Asked Questions – Day 17 of 31 How will you Handle Error in SQL SERVER 2008? What is RAISEERROR? What is RAISEERROR? How to Rebuild the Master Database? What is the XML Datatype? What is Data Compression? What is Use of DBCC Commands? How to Copy the Tables, Schema and Views from one SQL Server to Another? How to Find Tables without Indexes? SQL SERVER – Interview Questions and Answers – Frequently Asked Questions – Day 18 of 31 How to Copy Data from One Table to Another Table? What is Catalog Views? What is PIVOT and UNPIVOT? What is a Filestream? What is SQLCMD? What do you mean by TABLESAMPLE? What is ROW_NUMBER()? What are Ranking Functions? What is Change Data Capture (CDC) in SQL Server 2008? SQL SERVER – Interview Questions and Answers – Frequently Asked Questions – Day 19 of 31 How can I Track the Changes or Identify the Latest Insert-Update-Delete from a Table? What is the CPU Pressure? How can I Get Data from a Database on Another Server? What is the Bookmark Lookup and RID Lookup? What is Difference between ROLLBACK IMMEDIATE and WITH NO_WAIT during ALTER DATABASE? What is Difference between GETDATE and SYSDATETIME in SQL Server 2008? How can I Check that whether Automatic Statistic Update is Enabled or not? How to Find Index Size for Each Index on Table? What is the Difference between Seek Predicate and Predicate? What are Basics of Policy Management? What are the Advantages of Policy Management? SQL SERVER – Interview Questions and Answers – Frequently Asked Questions – Day 20 of 31 What are Policy Management Terms? What is the ‘FILLFACTOR’? Where in MS SQL Server is ’100’ equal to ‘0’? What are Points to Remember while Using the FILLFACTOR Argument? What is a ROLLUP Clause? What are Various Limitations of the Views? What is a Covered index? When I Delete any Data from a Table, does the SQL Server reduce the size of that table? What are Wait Types? How to Stop Log File Growing too Big? If any Stored Procedure is Encrypted, then can we see its definition in Activity Monitor? 2012 Example of Width Sensitive and Width Insensitive Collation Width Sensitive Collation: A single-byte character (half-width) represented as single-byte and the same character represented as a double-byte character (full-width) are when compared are not equal the collation is width sensitive. In this example we have one table with two columns. One column has a collation of width sensitive and the second column has a collation of width insensitive. Find Column Used in Stored Procedure – Search Stored Procedure for Column Name Very interesting conversation about how to find column used in a stored procedure. There are two different characters in the story and both are having a conversation about how to find column in the stored procedure. Here are two part story Part 1 | Part 2 SQL SERVER – 2012 Functions – FORMAT() and CONCAT() – An Interesting Usage Generate Script for Schema and Data – SQL in Sixty Seconds #021 – Video In simple words, in many cases the database move from one place to another place. It is not always possible to back up and restore databases. There are possibilities when only part of the database (with schema and data) has to be moved. In this video we learn that we can easily generate script for schema for data and move from one server to another one. INFORMATION_SCHEMA.COLUMNS and Value Character Maximum Length -1 I often see the value -1 in the CHARACTER_MAXIMUM_LENGTH column of INFORMATION_SCHEMA.COLUMNS table. I understand that the length of any column can be between 0 to large number but I do not get it when I see value in negative (i.e. -1). Any insight on this subject? Reference: Pinal Dave (http://blog.sqlauthority.com) Filed under: Memory Lane, PostADay, SQL, SQL Authority, SQL Query, SQL Server, SQL Tips and Tricks, T SQL, Technology

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  • SQLPeople Interviews Wrap Up January 2011 with Matt Velic

    - by andyleonard
    Introduction Late last year I announced an exciting new endeavor called SQLPeople . At the end of 2010 I announced the 2010 SQLPeople Person of the Year . Check out this interview with Matt Velic! SQLPeople is off to a great start. Thanks to all who have our first month awesome - those willing to share and respond to interview requests and those who are enjoying the interviews! Here's a wrap up of January 2011: January 2011 Interviews Matt Velic Cindy Gross Steve Fibich Tim Mitchell Jeremiah Peschka...(read more)

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  • SQLPeople Interviews Wrap Up January 2011 with Matt Velic

    - by andyleonard
    Introduction Late last year I announced an exciting new endeavor called SQLPeople . At the end of 2010 I announced the 2010 SQLPeople Person of the Year . Check out this interview with Matt Velic! SQLPeople is off to a great start. Thanks to all who have our first month awesome - those willing to share and respond to interview requests and those who are enjoying the interviews! Here's a wrap up of January 2011: January 2011 Interviews Matt Velic Cindy Gross Steve Fibich Tim Mitchell Jeremiah Peschka...(read more)

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  • Should I be an algorithm developer, or java web frameworks type developer?

    - by Derek
    So - as I see it, there are really two kinds of developers. Those that do frameworks, web services, pretty-making front ends, etc etc. Then there are developers that write the algorithms that solve the problem. That is, unless the problem is "display this raw data in some meaningful way." In that case, the framework/web developer guy might be doing both jobs. So my basic problem is this. I have been an algorithms kind of software developer for a few years now. I double majored in Math and Computer science, and I have a master's in systems engineering. I have never done any web-dev work, with the exception of a couple minor jobs, and some hobby level stuff. I have been job interviewing lately, and this is what happens: Job is listed as "programmer- 5 years of experience with the following: C/C++, Java,Perl, Ruby, ant, blah blah blah" Recruiter calls me, says they want me to come in for interview In the interview, find out they have some webservices development, blah blah blah When asked in the interview, talk about my experience doing algorithms, optimization, blah blah..but very willing to learn new languages, frameworks, etc Get a call back saying "we didn't think you were a fit for the job you interviewed wtih, but our algorithm team got wind of you and wants to bring you on" This has happened to me a couple times now - see a vague-ish job description looking for a "programmer" Go in, find out they are doing some sort of web-based tool, maybe with some hardcore algorithms running in the background. interview with people for the web-based tool, but get an offer from the algorithms people. So the question is - which job is the better job? I basically just want to get a wide berth of experience at this level of my career, but are algorithm developers so much in demand? Even more so than all these supposed hot in demand web developer guys? Will I be ok in the long run if I go into the niche of math based algorithm development, and just little to no, or hobby level web-dev experience? I basically just don't want to pigeon hole myself this early. My salary is already starting to get pretty high - and I can see a company later on saying "we really need a web developer, but we'll hire this 50k/year college guy, instead of this 100k/year experience algorithm guy" Cliffs notes: I have been doing algorithm development. I consider myself to be a "good programmer." I would have no problem picking up web technologies and those sorts of frameworks. During job interviews, I keep getting "we think you've got a good skillset - talk to our algorithm team" instead of wanting me to learn new skills on the job to do their web services or whhatever other new technology they are doing. Edit: Whenever I am talking about algorithm development here - I am talking about the code that produces the answer. Typically I think of more math-based algorithms: solving a financial problem, solving a finite element method, image processing, etc

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