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• Do you think code is self documenting?

  - by Desolate Planet

  This is a question that was put to me many years ago as a gradute in a job interview and it's nagged at my brain now and again and I've never really found a good answer that satisfied me. The interviewer in question was looking for a black and white answer, there was no middle ground. I never got the chance to ask about the rationale behind the question, but I'm curious why that question would be put to a developer and what you would learn from a yes or no answer? From my own point of view, I can read Java, Python, Delphi etc, but if my manager comes up to me and asks me how far along in a project I am and I say "The code is 80% complete" (and before you start shooting me down, I've heard this uttered in a couple of offices by developers), how exactly is that self documenting? Apologies if this question seems strange, but I'd rather ask and get some opinions on it to gain a better understanding of why it would be put to someone in an interview.

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• ETL Software Research Question

  - by WernerCD

  Where I work, we use an in-house ETL solution that's homegrown and has been around for 5-10 years. I'm still new to my data analysis job, but I was wondering about the ETL tools that are out there. This is a new area for me. My situation, and job, is basically digging in a set of databases (DB2, SQL2005, Citrix, Ancient Cobol Database with a SQL Wrapper on top, MySQL, etc). Gather the desired information. combine the different datasets into one set. output into a file of choice (CSV, Tab Separated, Pipe Separated, XLS, etc). FTP to customer. I guess what my real question is, given my job, what are some good ETL suites that I can look at and compare to my in-house tools? This is more to research some other options. Ultimately, I'd either suggest a new solution or get options/ideas to improve our current app.

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• Best practices for Persona development

  - by user12277104

  Over the years, I have created a lot of Personas, I've co-authored a new method for creating them, and I've given talks about best practices for creating your own, so when I saw a call for participation in the OpenPersonas project, I was intrigued. While Jeremy and Steve were calling for persona content, that wasn't something I could contribute -- most of the personas I've created have been proprietary and specific to particular domains of my employers. However, I felt like there were a few things I could contribute: a process, a list of interview questions, and what information good personas should contain. The first item, my process for creating data-driven personas, I've posted as a list of best practices. My next post will be the list of 15 interview questions I use to guide the conversations with people whose data will become the personas. The last thing I'll share is a list of items that need to be part of any good persona artifact -- and if I have time, I'll mock them up in a template or two. 

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• What should I think about when switching from Python to Java?

  - by Nick Rosencrantz

  I was a Java developer in the early 2000s, switched to Python in 2008 and now Iäm working in Java again. Is there anything special you think I should keep in mind when going back to a Java environment? I used to work with EJB 1.0, I didn't work with EJB 2.0 and now we have JPA instead. I'm comfortable programming in Java and my new job with Java is much better than my Python job even though Python is my favorite language the tools and others things about my Java job makes it much better. I found when I searched jobs that demand for Java developer was much greater than demand for Python programmers- do you have a similar experience? Thank you

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• Introduction to JBatch

  - by reza_rahman

  It seems batch processing is moving more and more into the realm of the Java developer. In recognition of this fact, JBatch (aka Java Batch, JSR 352, Batch Applications for the Java Platform) was added to Java EE 7. In a recent article JBatch specification lead Chris Vignola of IBM provides a high level overview of the API. He discusses the core concepts/motivation, the Job Specification Language, the reader-processor-writer pattern, job operator, job repository, chunking, packaging, partitions, split/flow and the like. You can also check out the official specification yourself or try things out with the newly released Java EE 7 SDK.

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• Years experience over unfinished degree?

  - by Daniel Lewis

  I'm currently in my placement year and working for a great software development company. It was always my intention of getting to this stage through university, getting enough academic experience as well as the year’s placement and then try to get a full time programming job without the need to finish my degree. I decided this from an early stage as I have never really liked the whole university environment. I was so unhappy at university and I’m so happy now I’m on my placement year, I really don’t know if I can go back. My question is, do you think companies will take me on if I apply for other jobs after my placement year and not penalize me for not finishing my degree? I guess at the end of the day I don't want to look back on my life and think "god, why didn't I just spend one more year being unhappy to have a job I love" but I know that even if I get a degree I could still end up without a programming job and this worries me more than anything.

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• Looking for advice on B2B promotion [closed]

  - by IconicDigital

  Can anyone recommend affiliate networks that focus on B2B development. We are about to launch a UK job search engine that allows job boards to list their jobs on the engine. We have decided to keep the advertising in house, with the goal being of keeping the costs down. I was wondering if anyone could offer any advice on potential advertising routes that we could take. For example B2B affiliate networks, adwords etc. We are in the position of launching an empty site and ideally we would like to be attracting recruitment agencies or businesses to signup to either a free or paid account. They can then begin to populate the engine with job listings. An obvious choice so far would be to promote on networks like Linked In. Any ideas? Thanks

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• Hiring developers - listing IDE as a requirement?

  - by suslik

  I've been looking at some job postings and noticed that a fair amount of them list IDEs under the 'required skills' section, even for senior positions. This is not localized to one company either, but rather it's something that comes up once in every few postings. I am perplexed by this job requirement, as my mentors and some of the best coders I've seen in my life were VIM/Emacs ninjas. Similarly, when I work with people I don't much care what tools they use as long as they are productive on the team. Can someone please explain the rationale behind hiring managers making IDEs an official job requirement?

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• how can I start developing games? [closed]

  - by miguelacho

  as you may know very well, every individual related with software development is somehow related to the science or the activity that the program was made for, I am currently working as a programmer for a company that is dedicated to build enterprise software for ensurance business, before this job, I was working with a travel agency developing extra modules for the CRM they use (VTiger), so I can say I am related to ERP/CRM, the fact is, I would like to change this to another activity, like developing video games. I'd like to start developing games, by getting a job or making my own project, but: 1) I have no experience developing video games, is that an obstacle if I want to get a job? if is that so, how can I solve it? 2) if I want to make my own project I will need more people, like a graphic disigner or some others, isn't there a way to make the whole game by my own?

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• Wait random number of minutes

  - by TiborKaraszi

  Why on earth would you want to do that? you ask. Say you have a job that is scheduled to start at the same time over a number of servers. This might be because you have an SQL Server Master/Target server environment (MSX/TSX) or you quite simply script a job and execute that script on several servers. You probably want to spread the load on your SAN and virtual machine host a bit. This is the exact reason I use this procedure. I frequently use MSX servers and I usually add a job step (executing this...(read more)

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• How much does college (e.g. a compsci major) factor into a programmer's resume? [closed]

  - by Brandon

  I was having an argument with a friend who claims that given roughly equal skill, someone with a college degree from a name school is going to start at a significantly better job (e.g. a higher-end company) for his first job; and because of this, he's also going to be significantly ahead for his second job. Here are my two questions: given equal skill, how much does college factor into a programmer's overall career? if someone has the technical skills to work competently as as programmer, is it worth it for him to go to college first? if the degree is significant, is it significant whether the degree is from an average college or a higher-tier college (e.g. Stanford, MIT)?

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• PASS: Bylaw Changes

  - by Bill Graziano

  While you’re reading this, a post should be going up on the PASS blog on the plans to change our bylaws.  You should be able to find our old bylaws, our proposed bylaws and a red-lined version of the changes.  We plan to listen to feedback until March 31st.  At that point we’ll decide whether to vote on these changes or take other action. The executive summary is that we’re adding a restriction to prevent more than two people from the same company on the Board and eliminating the Board’s Officer Appointment Committee to have Officers directly elected by the Board.  This second change better matches how officer elections have been conducted in the past. The Gritty Details Our scope was to change bylaws to match how PASS actually works and tackle a limited set of issues.  Changing the bylaws is hard.  We’ve been working on these changes since the March board meeting last year.  At that meeting we met and talked through the issues we wanted to address.  In years past the Board has tried to come up with language and then we’ve discussed and negotiated to get to the result.  In March, we gave HQ guidance on what we wanted and asked them to come up with a starting point.  Hannes worked on building us an initial set of changes that we could work our way through.  Discussing changes like this over email is difficult wasn’t very productive.  We do a much better job on this at the in-person Board meetings.  Unfortunately there are only 2 or 3 of those a year. In August we met in Nashville and spent time discussing the changes.  That was also the day after we released the slate for the 2010 election. The discussion around that colored what we talked about in terms of these changes.  We talked very briefly at the Summit and again reviewed and revised the changes at the Board meeting in January.  This is the result of those changes and discussions. We made numerous small changes to clean up language and make wording more clear.  We also made two big changes. Director Employment Restrictions The first is that only two people from the same company can serve on the Board at the same time.  The actual language in section VI.3 reads: A maximum of two (2) Directors who are employed by, or who are joint owners or partners in, the same for-profit venture, company, organization, or other legal entity, may concurrently serve on the PASS Board of Directors at any time. The definition of “employed” is at the sole discretion of the Board. And what a mess this turns out to be in practice.  Our membership is a hodgepodge of interlocking relationships.  Let’s say three Board members get together and start a blog service for SQL Server bloggers.  It’s technically for-profit.  Let’s assume it makes $8 in the first year.  Does that trigger this clause?  (Technically yes.)  We had a horrible time trying to write language that covered everything.  All the sample bylaws that we found were just as vague as this. That led to the third clause in this section.  The first sentence reads: The Board of Directors reserves the right, strictly on a case-by-case basis, to overrule the requirements of Section VI.3 by majority decision for any single Director’s conflict of employment. We needed some way to handle the trivial issues and exercise some judgment.  It seems like a public vote is the best way.  This discloses the relationship and gets each Board member on record on the issue.   In practice I think this clause will rarely be used.  I think this entire section will only be invoked for actual employment issues and not for small side projects.  In either case we have the mechanisms in place to handle it in a public, transparent way. That’s the first and third clauses.  The second clause says that if your situation changes and you fall afoul of this restriction you need to notify the Board.  The clause further states that if this new job means a Board members violates the “two-per-company” rule the Board may request their resignation.  The Board can also  allow the person to continue serving with a majority vote.  I think this will also take some judgment.  Consider a person switching jobs that leads to three people from the same company.  I’m very likely to ask for someone to resign if all three are two weeks into a two year term.  I’m unlikely to ask anyone to resign if one is two weeks away from ending their term.  In either case, the decision will be a public vote that we can be held accountable for. One concern that was raised was whether this would affect someone choosing to accept a job.  I think that’s a choice for them to make.  PASS is clearly stating its intent that only two directors from any one organization should serve at any time.  Once these bylaws are approved, this policy should not come as a surprise to any potential or current Board members considering a job change.  This clause isn’t perfect.  The biggest hole is business relationships that aren’t defined above.  Let’s say that two employees from company “X” serve on the Board.  What happens if I accept a full-time consulting contract with that company?  Let’s assume I’m working directly for one of the two existing Board members.  That doesn’t violate section VI.3.  But I think it’s clearly the kind of relationship we’d like to prevent.  Unfortunately that was even harder to write than what we have now.  I fully expect that in the next revision of the bylaws we’ll address this.  It just didn’t make it into this one. Officer Elections The officer election process received a slightly different rewrite.  Our goal was to codify in the bylaws the actual process we used to elect the officers.  The officers are the President, Executive Vice-President (EVP) and Vice-President of Marketing.  The Immediate Past President (IPP) is also an officer but isn’t elected.  The IPP serves in that role for two years after completing their term as President.  We do that for continuity’s sake.  Some organizations have a President-elect that serves for one or two years.  The group that founded PASS chose to have an IPP. When I started on the Board, the Nominating Committee (NomCom) selected the slate for the at-large directors and the slate for the officers.  There was always one candidate for each officer position.  It wasn’t really an election so much as the NomCom decided who the next person would be for each officer position.  Behind the scenes the Board worked to select the best people for the role. In June 2009 that process was changed to bring it line with what actually happens.  An Officer Appointment Committee was created that was a subset of the Board.  That committee would take time to interview the candidates and present a slate to the Board for approval.  The majority vote of the Board would determine the officers for the next two years.  In practice the Board itself interviewed the candidates and conducted the elections.  That means it was time to change the bylaws again. Section VII.2 and VII.3 spell out the process used to select the officers.  We use the phrase “Officer Appointment” to separate it from the Director election but the end result is that the Board elects the officers.  Section VII.3 starts: Officers shall be appointed bi-annually by a majority of all the voting members of the Board of Directors. Everything else revolves around that sentence.  We use the word appoint but they truly are elected.  There are details in the bylaws for term limits, minimum requirements for President (1 prior term as an officer), tie breakers and filling vacancies. In practice we will have an election for President, then an election for EVP and then an election for VP Marketing.  That means that losing candidates will be able to fall down the ladder and run for the next open position.  Another point to note is that officers aren’t at-large directors.  That means if a current sitting officer loses all three elections they are off the Board.  Having Board member votes public will help with the transparency of this approach. This process has a number of positive and negatives.  The biggest concern I expect to hear is that our members don’t directly choose the officers.  I’m going to try and list all the positives and negatives of this approach. Many non-profits value continuity and are slower to change than a business.  On the plus side this promotes that.  On the negative side this promotes that.  If we change too slowly the members complain that we aren’t responsive.  If we change too quickly we make mistakes and fail at various things.  We’ve been criticized for both of those lately so I’m not entirely sure where to draw the line.  My rough assumption to this point is that we’re going too slow on governance and too quickly on becoming “more than a Summit.”  This approach creates competition in the officer elections.  If you are an at-large director there is no consequence to losing an election.  If you are an officer the only way to stay on the Board is to win an officer election or an at-large election.  If you are an officer and lose an election you can always run for the next office down.  This makes it very easy for multiple people to contest an election. There is value in a person moving through the officer positions up to the Presidency.  Having the Board select the officers promotes this.  The down side is that it takes a LOT of time to get to the Presidency.  We’ve had good people struggle with burnout.  We’ve had lots of discussion around this.  The process as we’ve described it here makes it possible for someone to move quickly through the ranks but doesn’t prevent people from working their way up through each role. We talked long and hard about having the officers elected by the members.  We had a self-imposed deadline to complete these changes prior to elections this summer. The other challenge was that our original goal was to make the bylaws reflect our actual process rather than create a new one.  I believe we accomplished this goal. We ran out of time to consider this option in the detail it needs.  Having member elections for officers needs a number of problems solved.  We would need a way for candidates to fall through the election.  This is what promotes competition.  Without this few people would risk an election and we’ll be back to one candidate per slot.  We need to do this without having multiple elections.  We may be able to copy what other organizations are doing but I was surprised at how little I could find on other organizations.  We also need a way for people that lose an officer election to win an at-large election.  Otherwise we’ll have very little competition for officers. This brings me to an area that I think we as a Board haven’t done a good job.  We haven’t built a strong process to tell you who is doing a good job and who isn’t.  This is a double-edged sword.  I don’t want to highlight Board members that are failing.  That’s not a good way to get people to volunteer and run for the Board.  But I also need a way let the members make an informed choice about who is doing a good job and would make a good officer.  Encouraging Board members to blog, publishing minutes and making votes public helps in that regard but isn’t the final answer.  I don’t know what the final answer is yet.  I do know that the Board members themselves are uniquely positioned to know which other Board members are doing good work.  They know who speaks up in meetings, who works to build consensus, who has good ideas and who works with the members.  What I Could Do Better I’ve learned a lot writing this about how we communicated with our members.  The next time we revise the bylaws I’d do a few things differently.  The biggest change would be to provide better documentation.  The March 2009 minutes provide a very detailed look into what changes we wanted to make to the bylaws.  Looking back, I’m a little surprised at how closely they matched our final changes and covered the various arguments.  If you just read those you’d get 90% of what we eventually changed.  Nearly everything else was just details around implementation.  I’d also consider publishing a scope document defining exactly what we were doing any why.  I think it really helped that we had a limited, defined goal in mind.  I don’t think we did a good job communicating that goal outside the meeting minutes though. That said, I wish I’d blogged more after the August and January meeting.  I think it would have helped more people to know that this change was coming and to be ready for it. Conclusion These changes address two big concerns that the Board had.  First, it prevents a single organization from dominating the Board.  Second, it codifies and clearly spells out how officers are elected.  This is the process that was previously followed but it was somewhat murky.  These changes bring clarity to this and clearly explain the process the Board will follow. We’re going to listen to feedback until March 31st.  At that time we’ll decide whether to approve these changes.  I’m also assuming that we’ll start another round of changes in the next year or two.  Are there other issues in the bylaws that we should tackle in the future?

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• ORACLE is WEB 2.0

  - by anca.rosu

  You never know what to expect in life, where it can take you and what kind of fulfillment it can offer you. It’s just like an amazing lottery with millions of winning tickets. My name is Paula, I am an Online Marketing Specialist at Oracle University and this is my story. Having graduated from a technical profile college, it seemed almost normal to follow the same career path. But I said no. I wanted to try something else, so I took an Advertising Masters Program and I really became in love with this entire industry. Advertising and the new impact of the Internet through social networking is my current fascination. I knew I had to work to incorporate both my skills intro one dream job. I want to believe that I have come to work at Oracle as part of a great plan that life has for me. It’s not the most glamorous job in advertising or in the fashion industry, but it’s everything you need to start investing in your development and to build relationships. A normal day at work begins at 9.30 at our Oracle Office in Bucharest. After a short chit-chat, coffee and some conference calls, marketing gets to work! Some of the members of my team are working besides me but others are based all over Europe. This is extremely useful when coordinating the EMEA Marketing for Oracle University, because this way it’s easier to keep an eye on these various locations. Even though it’s a team play, you need to speak up and make your mark. I am the kind of person that never stands-by and waits to be given directions, I am curious and intuitive. This makes things easier. In Oracle you really need to find your own way and to discover how to organize your time and how to get involved with people. People to people, this is the focus. But everything is up to you and it strongly depends on the type of personality that you have. I try to get involved in various activities, participate in Oracle Days Events, interact and meet all kinds of people. For those who are newly graduates or interns, Oracle has lots of trainings and webcasts you can attend to help you develop your career shape and to understand better the way the business works. You can also be awarded for ideas and setting the trends so that makes it worth it. What I like most about my job is the fact that I can come with ideas and bring them to life. For example Oracle University has a special seminar program called “Celebrity Seminars” where top industry speakers teach 1-day or 2-day condensed seminars. We thought of creating something exclusive and a video was the best idea. So my colleague and I became reporters for a day and interviewed this well-known speaker regarding his seminar. I think this is a good way to market this business. Live footage is a very good marketing tool so we are planning to use the video to target our online audiences via Facebook, Twitter or LinkedIn. This can even go in the newsletters that marketing sends regarding the Celebrity Seminars. This is what I meant when I said Oracle is a free spirited organization and you can surely find your place here among us. The best way to describe my job is WEB 2.0. The modern online approach comes to life while we are trying to sell our business. We need to be out there and we are responsible of spreading the buzz regarding our training offerings and our official courseware materials. There are so many new ways to interact with the target audience nowadays and I am so eager to discover the best online techniques! If you have any questions related to this article feel free to contact  [email protected].  You can find our job opportunities via http://campus.oracle.com Technorati Tags: WEB 2.0,Online Marketing,Oracle University,Bucharest,events,graduates,interns,training,webcast,seminar,newsletters,business,Facebook,Twitter,LinkedIn

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• C#: A "Dumbed-Down" C++?

  - by James Michael Hare

  I was spending a lovely day this last weekend watching my sons play outside in one of the better weekends we've had here in Saint Louis for quite some time, and whilst watching them and making sure no limbs were broken or eyes poked out with sticks and other various potential injuries, I was perusing (in the correct sense of the word) this month's MSDN magazine to get a sense of the latest VS2010 features in both IDE and in languages. When I got to the back pages, I saw a wonderful article by David S. Platt entitled, "In Praise of Dumbing Down"  (msdn.microsoft.com/en-us/magazine/ee336129.aspx).  The title captivated me and I read it and found myself agreeing with it completely especially as it related to my first post on divorcing C++ as my favorite language. Unfortunately, as Mr. Platt mentions, the term dumbing-down has negative connotations, but is really and truly a good thing.  You are, in essence, taking something that is extremely complex and reducing it to something that is much easier to use and far less error prone.  Adding safeties to power tools and anti-kick mechanisms to chainsaws are in some sense "dumbing them down" to the common user -- but that also makes them safer and more accessible for the common user.  This was exactly my point with C++ and C#.  I did not mean to infer that C++ was not a useful or good language, but that in a very high percentage of cases, is too complex and error prone for the job at hand. Choosing the correct programming language for a job is a lot like choosing any other tool for a task.  For example: if I want to dig a French drain in my lawn, I can attempt to use a huge tractor-like backhoe and the job would be done far quicker than if I would dig it by hand.  I can't deny that the backhoe has the raw power and speed to perform.  But you also cannot deny that my chances of injury or chances of severing utility lines or other resources climb at an exponential rate inverse to the amount of training I may have on that machinery. Is C++ a powerful tool?  Oh yes, and it's great for those tasks where speed and performance are paramount.  But for most of us, it's the wrong tool.  And keep in mind, I say this even though I have 17 years of experience in using it and feel myself highly adept in utilizing its features both in the standard libraries, the STL, and in supplemental libraries such as BOOST.  Which, although greatly help with adding powerful features quickly, do very little to curb the relative dangers of the language. So, you may say, the fault is in the developer, that if the developer had some higher skills or if we only hired C++ experts this would not be an issue.  Now, I will concede there is some truth to this.  Obviously, the higher skilled C++ developers you hire the better the chance they will produce highly performant and error-free code.  However, what good is that to the average developer who cannot afford a full stable of C++ experts? That's my point with C#:  It's like a kinder, gentler C++.  It gives you nearly the same speed, and in many ways even more power than C++, and it gives you a much softer cushion for novices to fall against if they code less-than-optimally.  A bug is a bug, of course, in any language, but C# does a good job of hiding and taking on the task of handling almost all of the resource issues that make C++ so tricky.  For my money, C# is much more maintainable, more feature-rich, second only slightly in performance, faster to market, and -- last but not least -- safer and easier to use.  That's why, where I work, I much prefer to see the developers moving to C#.  The quantity of bugs is much lower, and we don't need to hire "experts" to achieve the same results since the language itself handles those resource pitfalls so prevalent in poorly written C++ code.  C++ will still have its place in the world, and I'm sure I'll still use it now and again where it is truly the correct tool for the job, but for nearly every other project C# is a wonderfully "dumbed-down" version of C++ -- in the very best sense -- and to me, that's the smart choice.

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• Working and Studying in Oracle, how I balance my time....

  - by anca.rosu

  Hi, my name is Laura. I am working as an Intern within Executive Administration at Oracle Denmark, whilst studying Information Management at Copenhagen Business school. I have recently handeding a paper on Information Systems which gave me exposure to Oracle. Once completing this paper I came across a job posting on my University’s intranet site and I applied directly online. When I submitted my application for the job offer, I wondered about what language I should use for the application form, as the job posting was in Danish, but the contact person and number looked Irish. I therefore chose English. Later that same day, Fiona, one of Oracle’s Graduates Recruitment Consultants based in Ireland, contacted me. This shows how global Oracle truly is. I went for my face-to-face interview in Oracle Denmark with Charlotte, one of the team managers. I spent 5 minutes waiting in the lobby, just looking around, thinking to myself, I really want to work here. The atmosphere seemed so pleasant with a relaxed approach between colleagues, employees and guests. The interview took about an hour, but we touched on a lot of different subjects. The profile I got of Oraclewas that this is a place where you are encouraged to think for yourself, and you are given the freedom to use your ideas. Later that evening, Fiona called and offered me the job. I was very happy. At Oracle Denmark we have 4 different zones: a Quiet Zone, a Project Zone, a Dialogue Zone and a Call Zone. Everyday when you arrive you consider what will be the most productive for the day’s task, and you take your toolbox and go find a desk in the zone you have decided on. It is therefore very unusual to be next to the same person two days in a row. At Oracle, people are located all over the world, and everybody has team members, colleagues or leaders in other countries, or even other time zones. Initially,I was worried about how I would adapt to this approach but I soon realized I had nothing to worry about and now I appreciate working this way. My colleagues have been very supportive and they have openly welcomed me into my new role. I typically work two days a week and have three days at University. During exam periods, I have the flexibility to work less hours and focus on the exams, in return for putting in more hours at work when needed. The first time I had to ask for time off before handing in a paper, my boss looked at me and said, ”Of course! Your education is the most important!” I hope that by sharing my experiences with you, I can inspire or encourage you to consider Oracle as a potential employer, where you can grow both professionally and personally. If you have any questions related to this article feel free to contact  [email protected].  You can find our job opportunities via http://campus.oracle.com Technorati Tags: Intern,Oracle Denmark,Information Systems,Business school,Copenhagen,Graduates Recruitment,Ireland,Quiet Zone,Project Zone,Dialogue Zone,Call Zone,University,flexibility

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• Top 5 characteristics Recruiters are looking for

  - by Maria Sandu

  Of course many skills and characteristics recruiters are looking for are job specific. But whether you are a graduate fresh out of college or seasoned in the workplace, recruiters are also looking for generic skills and attitude to see whether you are a good fit to the company. So make sure you prepare and show through examples that you have these skills. 1. Drive/passion Liking the job you are applying for is paramount and something recruiters are always looking for. Show and prove your drive for the role and/or the field you are applying for. Always be prepared to pitch yourself, this shows your drive in the role you are applying for. 2. Communication skills People often make the mistake by thinking this skill is related to how good they are able to talk about their background and expertise. This is important, but as least as important is it that you listen well to questions that are asked. Make sure you answer to the point and ask questions if you want questions to be clarified. This shows your interest in the role and the ability to communicate clearly. This also helps you building trust with the recruiter every time you speak to him/her. 3. Confidence Recruiters are looking for the best candidate for the job. So if you don’t think you are the best candidate why should the recruiter? Show with confidence, without being arrogant (think about building trust), why you are the right person for the job. Confidence also shows in your answers to difficult questions. Be confident enough to explain why some experiences went wrong and how you learnt from them. If you don’t have a direct explanation on a question, it is better to ask for a second to think instead of a random answer. 4. Vision The main reason to hire graduates for many companies is that graduates are perceived to be flexible. The organisation will train and up skill you in the direction best suitable for the organisation. However the most intense learning path is realised when you also know where you want to go. Companies are often happy to accommodate you to support with training and development, but if you don’t have a clear vision on what you want to achieve for yourself and what value you bring to the company, recruiters can decide you are not the right candidate as they are afraid you aren’t going to stay in the company. 5. Business awareness For every job you apply you will get challenged on your knowledge and interest for the market and business they are in. All companies add value in different ways in their respective markets. So make sure you are aware of what a company is doing, what their goal is and why and how they exist and how you can add value for the company in the role you are applying for. /* 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:0cm 5.4pt 0cm 5.4pt; mso-para-margin-top:0cm; mso-para-margin-right:0cm; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0cm; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;}

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• SSRS sum(distinct()) equivalent

  - by HurnsMobile

  I am currently working with an SSRS 2008 report that returns a dataset similar to the following: Job# ClientId MoneyIn MoneyOut ------------------------------ 1 ABC123 10 25 1 ABC123 10 25 1 ABC123 5 25 2 XYZ123 25 50 2 XYZ123 25 50 3 XYZ123 15 15 Where MoneyOut should be equal to the total amount of MoneyIn for a job if the job has been balanced out correctly. The problem that I am running into is when displaying this in a tablix in SSRS I can return the correct MoneyOut value for a job by setting the field to =first(Fields!MoneyOut.Value) but I also need to sum the value of these by day and attempting to do =sum(first(Fields!MoneyOut.Value)) yields an error about nesting aggregate functions. I've also attempted to sum the value of the textboxes using something like =sum(ReportItems!MoneyOut1.Value) which yields an error that you can only use aggregates on report items in the header or footer. So my question is, is there some way to duplicate the functionality of distinct() in SSRS reports or is there some way to just total up the values of text fields that I am unaware of? Thanks in advance, TJ

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• UIButton in UITableViewCell events not working

  - by Tristan

  I see this problem all over the net, and none of the solutions listed work for me! I have added UIButton to a UITableViewCell in IB. I have assigned a custom UITableViewCell class to the UITableViewCell. My custom UITableViewCell class has an IBAction that im connecting to the Touch Up Inside event (I have tried other events they all don't work) but the IBAction function is never called! There is nothing else in the UITableViewCell, I have added the UIButton directly into the Content View. And everything has user interaction enabled! It is as simple as that I have nothing complex going on! What is is about a UITableViewCell that stops buttons working? EDIT: By request the code where I initialize my UITableViewCells the custom class is called DownloadCell - (UITableViewCell *)tableView:(UITableView *)aTableView cellForRowAtIndexPath:(NSIndexPath *)indexPath { static NSString *CellIdentifier = @"DownloadCell"; DownloadCell *cell = (DownloadCell *)[aTableView dequeueReusableCellWithIdentifier:CellIdentifier]; if (cell == nil) { UIViewController * cellController = [[UIViewController alloc] initWithNibName:@"DownloadCell" bundle:nil]; cell = (DownloadCell *)cellController.view; [cellController release]; } SoundLibrarianIPhoneAppDelegate * del = (SoundLibrarianIPhoneAppDelegate *)[UIApplication sharedApplication].delegate; DownloadQueue * dq = del.downloadQueue; DownloadJob * job = [dq getDownloadJob: indexPath.row]; [job setDelegate:self]; SoundInfo * info = [job sound]; NSArray * seperated = [info.fileName componentsSeparatedByString: @"."]; NSString * displayName = [seperated objectAtIndex:0]; displayName = [displayName stringByReplacingOccurrencesOfString:@"_" withString:@" "]; displayName = [displayName capitalizedString]; [cell.titleLabel setText: displayName]; cell.progressBar.progress = job.percentCompleted; [cell.progressLabel setText: [job getProgessText]]; cell.selectionStyle = UITableViewCellSelectionStyleNone; cell.userInteractionEnabled = YES; [cell setDelegate:self]; return cell; }

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• C# How can I tell if an IEnumerable is Mutable?

  - by Logan

  I want a method to update certain entries of an IEnumerable. I found that doing a foreach over the entries and updating the values failed as in the background I was cloning the collection. This was because my IEnumerable was backed by some LINQ-SQL queries. By changing the method to take a List I have changed this behavior, Lists are always mutable and hence the method changes the actual objects in the list. Rather than demand a List is passed is there a Mutable interface I can use? // Will not behave as consistently for all IEnumerables public void UpdateYesterday (IEnumerable<Job> jobs) { foreach (var job : jobs) { if (job.date == Yesterday) { job.done = true; } } }

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• Asynchronous COMET query with Tornado and Prototype

  - by grundic

  Hello everyone. I'm trying to write simple web application using Tornado and JS Prototype library. So, the client can execute long running job on server. I wish, that this job runs Asynchronously - so that others clients could view page and do some stuff there. Here what i've got: #!/usr/bin/env/ pytthon import tornado.httpserver import tornado.ioloop import tornado.options import tornado.web from tornado.options import define, options import os import string from time import sleep from datetime import datetime define("port", default=8888, help="run on the given port", type=int) class MainHandler(tornado.web.RequestHandler): def get(self): self.render("templates/index.html", title="::Log watcher::", c_time=datetime.now()) class LongHandler(tornado.web.RequestHandler): @tornado.web.asynchronous def get(self): self.wait_for_smth(callback=self.async_callback(self.on_finish)) print("Exiting from async.") return def wait_for_smth(self, callback): t=0 while (t < 10): print "Sleeping 2 second, t={0}".format(t) sleep(2) t += 1 callback() def on_finish(self): print ("inside finish") self.write("Long running job complete") self.finish() def main(): tornado.options.parse_command_line() settings = { "static_path": os.path.join(os.path.dirname(__file__), "static"), } application = tornado.web.Application([ (r"/", MainHandler), (r"/longPolling", LongHandler) ], **settings ) http_server = tornado.httpserver.HTTPServer(application) http_server.listen(options.port) tornado.ioloop.IOLoop.instance().start() if __name__ == "__main__": main() This is server part. It has main view (shows little greeting, current server time and url for ajax query, that executes long running job. If you press a button, a long running job executes. And server hangs :( I can't view no pages, while this job is running. Here is template page: <html> <head> <title>{{ title }}</title> <script type="text/javascript" language="JavaScript" src="{{ static_url("js/prototype.js")}}"></script> <script type='text/javascript' language='JavaScript'> offset=0 last_read=0 function test(){ new Ajax.Request("http://172.22.22.22:8888/longPolling", { method:"get", asynchronous:true, onSuccess: function (transport){ alert(transport.responseText); } }) } </script> </head> <body> Current time is {{c_time}} <br> <input type="button" value="Test" onclick="test();"/> </body> </html> what am I doing wrong? How can implement long pooling, using Tornado and Prototype (or jQuery) PS: I have looked at Chat example, but it too complicated. Can't understand how it works :( PSS Download full example

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• How to schedule multiple jobs in quartz scheduler using same trigger?

  - by aquero

  Hi, I am using quartz scheduler in my spring project. I have to run a job after another job which is scheduled to run in every 15 mins? I cant run this job concurrently as both of this jobs have to access same mail account using different protocols(one to send:smtp and other to receive: imap) and it may cause problems. Please reply quickly, as its an urgent requirement.

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• SQL Agent Command Line Not Saved

  - by Greg

  I have a SSIS package I am trying to schedule. I create a new job under SQL Server Agent. On the Command line tab of the jobstep, I choose "Edit the command-line manually". The changes are retained as I switch from tab to tab within the job step but whenever I exit and save the job, the changes are lost. Any ideas what's going on? I'm on SQL Server 2008.

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• Using $.get with jquery validation

  - by Jimmy McCarthy

  I'm trying to use the Jquery builtin validator on my page. The issue is that I have certain fields that only are required if the JobID (entered into another field) does not already exist in our database. I have a simple service which simply takes JobID and returns True or False based on whether the JobID exists, but I can't seem to get this information where I want it. Some sample code: $("#dep_form").validate({ rules: { JobID: { required: true, digits: true, minlength: 3 }, OrgName: { required: function(element) { //This field is required if the JobID is new. return $("#jobinfo").html().length==15; } } }, messages: { JobID: { required: "Enter a Job Number.", digits: "Only numbers are allowed in Job ID's.", minlength: "Job Number must be at least 3 digits" }, OrgName: { required: "Select a Practice from the dropdown list." } }, errorClass: "ui-state-error-input", errorLabelContainer: "#errorbox", errorElement: 'li', errorContainer: "#validation_errors", onfocusout: false, onkeyup: false, focusinvalid: false }; Currently, I'm using a lazy method to validate (shown above). However, I now have access to a service using the URL: var lookupurl = "/deposits/jobidvalidate/?q=" + $("#id_JobID").val() + "&t=" + new Date().getTime(); which is a page which will contain just the word True or False based on whether that given JobID exists. I've tried half a dozen different ways of setting variables and calling functions within functions and still cannot get a way to simply return the value of that page (which I've been trying to access with $.get() ) to my validator, so that required is set to true when the Job does not exist and false if the job already exists. Any suggestions? Thanks.

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• Rails Multiple Models per Form, Optional FK Association

  - by ckarbass

  Given the following pseudo-code: Company has_many :jobs Job belongs_to :company I'm creating a form to post a new job. In the form, I want to have two fields for an optional company. On submission, if a company was entered, I want to either create or update the company and associate it with the new job. I know if the company exists by searching the companies table for the company's url. Is it possible to do this using form_for, fields_for, and accepts_nested_attributes_for given the company may not exist?

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• Create chart using dynamic interactive ranges to select the series in Excel 2007

  - by jhc

  I would like to create a non-VBA based solution to the following question: How do I create a multi-series chart that will allow a user to select from a dropdown to change the data being graphed? I can do this already when the data series is contiguous; however, I'd like to be able to do it for non-contiguous data. Is this possible? My data look something like this: ID Salary Sal Min Sal Mid Sal Max Division Job Grade Job Subgrade Job XXX 10000 5000 15000 25000 North 13 1 Programmer XXX 12000 5000 15000 25000 North 13 1 Programmer XXX 14000 5000 15000 25000 South 13 1 Analyst XXX 11000 5000 15000 25000 South 13 1 Analyst XXX 20000 5000 15000 25000 North 14 1 Super Programmer XXX 25000 5000 15000 25000 North 14 1 Super Programmer XXX 22000 5000 15000 25000 North 14 1 Manager XXX 17000 5000 15000 25000 South 14 1 Manager XXX 19000 5000 15000 25000 South 14 1 Manager I would like to display Salary, Sal Min, Sal Mid, and Sal Max using a line graph. I would like the user to be able to select Job Grade, Division, and/or Job to determine what is charted. Is this possible? Would I somehow be able to do this if I used a pivottable or converted my data into a datatable? Thanks.

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