We decided to start with Maki because they have a wide variety of tests, which adapts to our needs, based on what we are looking for our candidates. Using the tool has been super easy, it is very intuitive and the assessment results are very helpful to quickly identify the best candidates. The Maki team is always ready to help us if we need anything!
Maki changed the way we recruit. We are now able to judge any candidate on a literate equivalent base. Set up is easy and fast. We have a common culture test for the whole company and we use ad hoc technical test depending on the campaign we're leading.
A very large test library that allows us to test hard and soft skills. Tests are really on point and so far our candidates appreciate them and find this way of testing much more reliable and unbiased.
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You invest a lot of valuable time, effort, and consideration when hiring an employee, and want to ensure that the candidate is the best fit for the position and the company. For job positions that mandate a specific skill set, such as SQL, make sure that your new hire has the knowledge and the expertise that the job requires.
SQL, Structured Query Language, is a common computer programming language for running queries in database systems and is used in many computer and technology fields. Some positions require just a familiarity with the language, and others may need the employee to be fluent in SQL on a specific database engine.
Job applicants may put SQL down on their resume as one of their skills, but they may not be proficient enough for the position. A senior developer, for example, needs to know more than just how to run a simple select statement. Recent college graduates may have learned about databases but may never have used SQL in practice.
What is the best way to measure a job candidate’s knowledge of SQL to determine whether they are the right fit for the job? Test all applicants on their SQL proficiency with a SQL test to confirm they can perform at the level the job requires.
Many job positions in the technology field require SQL, including computer programmers, software developers, data analysts, database managers, and information technology specialists.
To facilitate the interview process and ensure that the candidate you hire is as experienced as they claim, include a SQL test as part of the interview process. The SQL can include a preliminary verbal questionnaire to assess the applicant’s experience in using SQL, but should also include a hands-on technical test to evaluate their skills.
By administering a SQL test before hiring a candidate, you’ll be able to assess their skill level and knowledge and determine whether they are qualified to do the job.
As each position may require different levels and skill sets of SQL, you can customize the SQL tests to each role. Hiring managers may give different tests for different job positions. A software developer may need a higher level of SQL proficiency than an IT technical support representative.
It also helps to know whether the position requires knowledge and experience on a specific database engine. Many RDBMS, relational database management systems, use SQL. Know which one the company is using to ensure the new hires are familiar with them.
Popular RDBMS include Oracle, MYSQL, Microsoft SQL Server, SQLite, BM DB2, and PostgreSQL. Give the appropriate test based on the database that will be used, if it's applicable.
SQL tests for hiring questions can cover a range of topics on various skill levels, from writing simple queries to more complex functions. The following are some examples of topics that your SQL tests might cover, depending on the job requirements.
The pre-hiring SQL test may also cover some or all of the different types of SQL commands.
A multiple-choice question style test is an easy way to gauge an applicant’s SQL knowledge. Questions can range from proper syntax and language use to case scenarios.
A coding test will assess the applicant’s SQL proficiency by having them type the SQL statements and run actual queries.
The following examples are a sampling of questions in the SQL test for hiring process. They can be modified and customized to suit the job position’s requirements.
Id Integer Primary Key,
EmpFirstName varchar (50) Not Null,
EmpLastName varchar (50) Not Null
When interviewing senior programmers and software developers, a more advanced assessment of their SQL knowledge is necessary.
SQL tests for hiring programmers may involve data modeling, designing new tables, creating indexes, writing stored procedures, multiple-line sub-queries, normalizing database tables, implementing triggers to automate the database and more.
Programmers and developers in addition to knowing the syntax of SQL, will also need to have critical thinking skills, identify errors, and optimize the code to work most efficiently. Sometimes the syntax may achieve the right results, but the method employed is slow and cumbersome.
Their SQL test may also include an evaluation of the efficiency of their SQL statements, as well as the execution speed.
Programmers, developers, and database administrators all use SQL for their jobs. Their proficiency in SQL is crucial and isn’t something a recruiter can assess from an applicant’s resume or education. A SQL test is the best method to measure a job applicant’s SQL knowledge.
Recruiters need to know what level of experience in SQL the candidates need to have for each position.
Programmers and developers need to know how to write queries and stored procedures and manipulate data in the database.
Database administrators need to know how to maintain and optimize the SQL database.
Before the technical SQL test, interviewers may find an oral soft-skill test to be beneficial in evaluating the applicants. These tests may cover situational questions that invite the applicant to expound upon their experience.
Questions may include how the applicant adapted to learning new programming languages, how they approach testing their work, and how comfortable they are working in teams.
Before interviewing or testing candidates on SQL, determine the skill level the position requires. It’s best to have different levels of tests for varying levels of SQL knowledge needed. You may have a basic SQL test for entry-level positions, a standard SQL test for a moderate level of SQL knowledge, and an advanced SQL test for senior developers and programmers.
The results of the SQL verbal assessment, multiple-choice questions, and technical coding test will give the recruiters a clear picture of the applicants’ SQL knowledge and skill.
For candidates who aren’t up to par on their SQL, but meet all of the other job requirements, they may be able to learn on the job, if the company is willing and has the resources to train.
SQL is an easy-to-learn language. If a job doesn’t require heavy SQL usage, and the company has the time and resources to train the new employees, a candidate without much SQL knowledge may do well.
For positions that use SQL heavily in their everyday roles, look for a candidate who expressed knowledge, proficiency, and skill in both the technical SQL test and during the assessment.
Consider all factors before choosing the candidate to fill the SQL position. Each position requires many different qualities, and the highest SQL test score may not always be the right choice for the company or the job position.
For many jobs in the technology sector, employees need to be able to work both independently as a member of a team, accept constructive criticism, work well under pressure, employ creative thinking and logic, and have good work ethics. Add in exceptional SQL skills, and hopefully, you have found your new employee.