Honestly I've avoided posting and haven't read all the posts so feel free to flame me if I am repeating someone else...but...
Testing people in interviews (employment not contractors) for me is all about seeing how they think, not understanding specifics. I, for one, can't remember any syntax, but I retain concepts really well. So there are three goals when I quiz prospective people: - How do you think: Do you have the level of congition I want? Can you troubleshoot with less than perfect information? Can you learn new concepts? - Communication: Can you communicate your ideas and perceptions? Do you avoid or look for it conflict? Are you afraid to speak in front of others? - Group Dynamics: Can you admit you do not know something? Can you live with not getting your way? Do you actively listen or do you enjoy the sound of your own voice? I have found that these are much better indicators of success than specific knowledge or being able to do linked lists on the fly. Development used to be a solitary job, but now it is a social job; whether you are working in a team, working with clients or other stakeholders...most teams need good communicators, not good coders. But that's just my opinion... Thanks, Shawn Wildermuth http://adoguy.com http://wildermuthconsulting.com Microsoft MVP (C#), MCSD.NET, Author and Speaker =================================== This list is hosted by DevelopMentor® http://www.develop.com View archives and manage your subscription(s) at http://discuss.develop.com
