PAWS Job Candidate Selection Process Programmer... 5 SQL Report Writer/Developer Standard Interview Questions... 5

Transcription

1 Contents Page PAWS Job Candidate Selection Process... 1 Step 1: Candidate Screening... 1 Step 2: Interview Committee Review... 1 Step 3: Candidate Interview... 1 Step 4: Interview Committee Decision Process... 3 Step 5: Review of Candidates References... 3 References No issues... 3 References Potential issues... 3 References Potential issues disqualify candidate... 3 Step 6: Conditional Offer... 4 Step 7: Other Recruitment Options (As Needed)... 4 Standard Interview Questions... 5 Programmer... 5 SQL Report Writer/Developer... 7 Extended Interview Questions... 9 Programmer... 9 SQL Report Writer/Developer Document PP Version 1.0 i

2 PAWS Job Candidate Selection Process These steps outline how to vet job candidates for positions within the Programming, Applications, and Web Services (PAWS) department. Contact the Managing Director, Robby McCasland, with any questions about this process. Step 1: Candidate Screening The Managing Director screens candidates to determine if they are a good fit using the Careers at the Texas Tech University System hiring manager portal. During the screening process, the Managing Director reviews each candidate s application and resume for experience with the toolsets utilized in the PAWS department, such as.net, Microsoft SQL Server (MS SQL), and SQL Server Reporting Services (SSRS). Step 2: Interview Committee Review The Managing Director sends applications for candidates who appear to have the necessary experience to the interview committee for review. The interview committee includes the following individuals: PAWS Managing Director PAWS Enterprise Programmer Analyst V (Programming Focus) PAWS Enterprise Programmer Analyst V (Integration and Database Administration Focus) Assistant Vice President for Information Services (as needed) Representatives from other departments (when assisting these departments with their hiring process) Step 3: Candidate Interview Based on feedback from the interview committee, the Managing Director schedules candidate interviews. Below, the interview process is outlined. Document PP Version 1.0 1

3 Process for Conducting Interviews If a candidate appears to have the necessary skillset for the position, the Managing Director initiates the interview process. Interviews are conducted in person, through Skype, or by phone. Interviews use both standard and extended interview question sets. The former set explores experience, credentials, and behavior, while the latter set assesses the candidate s ability to perform essential job duties. Initial interview The interview committee meets with the candidate and asks them a set of standard questions. Immediately after the interview, the interview committee discusses the candidate. If the candidate provided answers that indicate knowledge of the skillset required for the position, the candidate receives a set of extended interview questions. Extended interview The extended interview questions focus on basic operational knowledge that the candidate would need immediately if hired for the position. The candidate completes these questions at home within a specified time limit. The Enterprise Programmer Analyst V (Programming Focus) reviews the extended interview questions once the candidate completes them. If the candidate s responses to the extended interview questions demonstrate an ability to perform basic job functions and align with the knowledge and experience shown in the initial interview, the interview committee schedules a second interview. Second interview In the second interview, the interview committee asks follow-up questions based on the candidate s responses to extended interview questions (e.g., Why did you take this step?). After this interview, the interview committee convenes a final time and determines if the candidate should receive a conditional offer of employment. Document PP Version 1.0 2

4 Step 4: Interview Committee Decision Process After completing all interviews, the interview committee meets to discuss the candidates. During this meeting, the committee reviews notes and impressions of the candidates. In addition, the committee discusses how each of the candidates would fit in with the current team dynamic and how each candidate would potentially perform on PAWS projects. The committee comes to a consensus on who they would like to extend a conditional offer to, pending the completion of a reference check. Step 5: Review of Candidates References The interview committee reviews and contacts references for the candidate(s) who could be offered the position(s). The next step depends on the outcome of the reference contact(s). References No issues If the reference check does not indicate any issues, the Managing Director extends a conditional offer of employment to the candidate. References Potential issues If the reference check indicates potential issues, the interview committee discusses the effects of those issues and decides whether to review the candidate pool again or to move forward with the candidate tentatively selected. References Potential issues disqualify candidate If potential issues disqualify the candidate, the committee reviews the candidate pool again. If the committee selects another suitable candidate from the pool, the candidate review restarts at Step 5. If the interview committee determines that the remaining candidates are not suitable for the position, then the position remains open, and the recruitment process restarts at Step 1 for all new candidates. Document PP Version 1.0 3

5 Step 6: Conditional Offer If the tentatively selected candidate is still the consensus candidate of the interview committee after the review of references, then the committee makes a conditional offer of employment through the jobs system. From this point forward, all communication with the candidate comes through the jobs system. Step 7: Other Recruitment Options (As Needed) If after a reasonable period the internal search does not locate suitable candidates, the committee considers other recruitment options. These include Advertising in an attempt to get additional applications into the candidate pool and Contract-to-hire options with search firms. If the committee decides to offer a contract-to-hire option, candidates must still undergo Steps 1 through 4 of the selection process. Upon completing the contract period, the contract-to-hire employee must apply for the open position and enter the candidate pool as a new applicant. Document PP Version 1.0 4

6 Standard Interview Questions Programmer What is your experience with VB or C#.Net? What are the benefits of using a generic list of class objects to return data over a data table? What is the benefit of the using directive? What are the conceptual benefits to using data classes to interact with data elements instead of using data tables? How do you invoke a web service? What is your experience with ASP.net? What are the benefits of using a master page? What are the benefits of using user controls? What are the benefits of separating the presentation and data manipulation logic? How do you register a third-party user control assembly use in one or all of your applications pages? If you wanted to invoke a web service in one of our applications via JavaScript, what would need to change about that service? What is your experience with SQL, specifically running against MSSQL (if possible)? What is the importance of primary keys and foreign keys in database design? How do you return the primary key of a record that was just inserted? How do you insert records from one table to another? What command would you use to insert or update a record, depending on the existence of a key value in the destination table? Is there a benefit to using stored procedures for CRUD activity in MSSQL 2005 and later versions? What is the benefit of using indexes? What is the execution plan used for a query? Do you have any experience with web services? Restful and/or SOAP JSON XML Document PP Version 1.0 5

7 Do you have any experience with XML? What have you done with XML? Have you done anything with XSD? Have you done anything with XSL? What is your experience with HTML, CSS, and JavaScript? What are the issues you encounter using the video or audio tag across the various browsers? What steps do you take make a web page accessible to persons using screen readers? How do you center an element using on tags? What does CSS stand for? What are the benefits of using CSS? How do you center an element using CSS? Are you familiar with any of the JavaScript frameworks like jquery, Bootstrap, MooTools, and Prototype? Are objects in JavaScript strongly typed? Tell us about a project you have executed from beginning to end. Did you collect the requirements? Did you create a scope? Did you maintain the application post deployment? How do you prefer to learn (books, online, in-person class environment, etc.)? How fast do you learn new skills or tools? Are you a quick learner? Where do you see your career in five years? Do you prefer to work as part of a team or individually? Are you comfortable working by yourself? How do you cope with stress? Based on the description of our department s responsibilities, where do you see yourself fitting in? What can you bring to the team? Document PP Version 1.0 6

8 SQL Report Writer/Developer What is your experience with SQL, specifically running against MSSQL (if possible)? What is the importance of primary keys and foreign keys in database design? How would you return the primary key of a record that was just inserted? How would you insert records from one table to another? What command would you use to insert or update record depending on the existence of a key value in the destination table? What is the benefit of using indexes? Describe your knowledge of and experience with writing complex structured queries. Describe your knowledge of and experience with SQL Server Reporting Services. Describe your knowledge of and experience with Cognos and other reporting tools. Describe your knowledge of and experience with performance tuning, query optimization, and troubleshooting SQL queries. What are the best tools to complete these tasks? Describe your knowledge of, and experience with, SQL in the development of reports and dashboards? Tell us about a project you executed from beginning to end. Did you collect the requirements? Do you create a scope? Did you maintain post deployment? How are you at dealing with deadlines? How do you prefer to learn? Are you a quick learner? Do you prefer to work as part of a team or individually? Are you comfortable working by yourself? How do you cope with stress? Document PP Version 1.0 7

9 What is your process for dealing with difficult people and situations? Based on the description of our department s responsibilities, where do you see yourself fitting in? What can you bring to the team? Document PP Version 1.0 8

10 Extended Interview Questions Programmer Instructions The purpose of this evaluation is to verify and assess your abilities to interact with a database using ASP.Net and Visual Basic with Visual Studio. Create interfaces to perform each of the tasks listed below against the database specified in the web.config connections. The connection you are to use is named "connection" in the connectionstrings block of the web.config. All of the interfaces will use the table "EvalTable". Data validation is encouraged. Table Structure Column Name RecNo BooleanData NumericData StringData DataData Data Type AutoNumber Primary Key Yes/No Number Short(50) Date/Time Document PP Version 1.0 9

11 Tasks You may create a single interface that implements all three tasks, or, implement them individually. Task 1: Create an interface that allows for the creation of an entry in the table for all of the columns. ***For extra credit, return the primary key that is created upon insert. [Your interface here.] Document PP Version

12 Task 2: Create an interface that allows for the selection and updating of an entry in the table for all of the columns. [Your interface here.] Document PP Version

13 Task 3: Create an interface that allows for the deletion of an entry in the table. [Your interface here.] Document PP Version

14 SQL Report Writer/Developer Instructions The first section of this evaluation is in the context of an Access database; the second section contains general exercises set against a schema defined in the supplied tables. The supplied Access database contains normalized anonymous patient discharge records for the state of Texas in the first through fourth quarters of Using the supplied database, implement the prompts in Access. Return the modified database as your submission for the first section. Your completed Word document is your submission for the second section. Table Definitions AttendingPhysician Name AttendingPhysicianID AttendingPhysicianName Service ReportingService Active Type Long Integer Yes/No Document PP Version

15 Registration Name MedicalRecordNumber PatientLastName PatientFirstName DateOfBirth SocialSecurityNumber PatientAddressLine1 PatientAddressLine2 PatientCity PatientState PatientZipCode PatientCounty PatientPhone PatientRace PatientSex PatientEmployer PCPID Deceased Type Date/Time Long Integer Yes/No VisitTable Name MedicalRecordNumber VisitNumber PreAdmitDate AdmitDate DischargeDate TotalCharges TotalPayments ARBalance PatientTypeMnemonic DRGNumber DRGGrouper ProgramMnemonic AdmissionSource AdmittingNurseStation DischargeLocation RevenueFSC FinalDischargeDisposition AttendingPhysicianID Section 1: Access Database and Tasks Type Long Integer Date/Time Date/Time Date/Time Currency Currency Currency Long Integer Long Integer Long Integer 1. Write a query to return the counties with discharges associated with Toxic effect venom in the fourth quarter of Document PP Version

16 2. Write a query to return the total discharges in each quarter by patient race and gender (e.g. first quarter 2013, male, American Indian/Eskimo/Aleut, etc.). 3. Write a query to return the average age of patients discharged, by public health region, for the fourth quarter. 4. Choose one of the three previous questions and build a report that displays the results of the query you wrote. Section 2: General Tasks (Tabletop Exercise) 1. Write a query to identify duplicate physicians from the AttendingPhysician table. This query should display the physician name and the number of duplicates. 2. Write a query to return the average age and count of all patients discharged in October Write a query to list all patients (medical record number, last name, first name) who stayed in the hospital longer than five days, but only showing each patient once. 4. Write two different queries to list the patient zip of all patients not seen in 2009, but have been seen in Query 1. Write this query using the IN statement. Query 2. Write this query using a join to a subquery. 5. Write a report to show the count of patients seen by attending physician/patient age. Roll the patient age up to the following groups: 0-5, 6-10, 10-15, 15+. Write the query. Document PP Version

17 Would you develop this report using a crosstab (matrix) or a list? Include a rough image of how you would design the report. Document PP Version