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Shannon ODonnell wrote:
Have the candidate write a short program that uses embedded SQL to pull some
records from a file of your choice and display them in a subfile of your own
design-specs.
Absolutely agree. The other side of this is to NOT critique the thing
when it's done. Have the candidate explain the rationale for various
decisions made (why use a load-all vs page at a time). If you see
something that looks different, think of it as something the interviewer
can learn and find out why the candidate did it that way.
One other useful technique is to actually watch the candidate work.
Does he scrawl out a flowchart first? (Do you want a programmer who
codes from his head, or gels ideas a bit first?) Does he ask for WDSC,
does he refuse WDSC (are you looking for new ideas, reinforcement of
existing ideas?) Does he write out comments first and then fill in the
code? Use subprocedures / subroutines naturally? What habits would you
like in your staff? See if the candidate is like the ideal you desire.
This can be intimidating to a candidate. Explain that you'd really like
to see the candidate shine, and that this isn't a way to nitpick the
candidate out the door, but to enjoy watching someone new at work.
--buck
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