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| GeoCommunity Mailing List |
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| Mailing List Archives |
| Subject: | RE: GISList: ArcView/ArcInfo competency test |
| Date: |
08/06/2002 03:01:21 PM |
| From: |
Fass, Jim |
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Craig & List,
I've had to do this from a few different perspectives over the past several
years. I can summarize my findings as follows.
1) It is helpful.
Especially if you have a surplus of applicants that you want to narrow down
based on some objective criteria. I have found that there are many cases
where an applicant can direct the conversation in a few specific subjects
and sound very impressive, but when tested on topics not of his/her
choosing, a very different impression emerges. It's worth doing.
2) Focus on concepts, not methods.
As Anthony and others have pointed out. My favorite questions are in the
form, "what's the difference between ..." Either one knows or doesn't, and
this lends itself to binary scoring.
3) Group by objective.
I like to make groups of 5 questions for each objective. For example, if I
need a GIS developer, I'll need to test for...
Geographic terms and concepts (5 questions),
for example, What's the difference between true north and grid north?
Database Management terms and concepts (5 questions),
for example, what's the difference between key field and an index?
ESRI Data model terms and concepts (5 questions), and
for example, what's the difference between a label point and a tic?
ESRI Programming terms and concepts (5 questions).
for example, what's the difference between an AML function and a
directive?
A total of 20 questions in a phone interview can provide a good numeric
model of qualifications by objective. Recording the scores for each of the
four objectives provides ready reference for recycling applications for
other positions.
4) Standardize.
By committing the 20 questions to a form before the screening begins, you
ensure a level comparison between applicants. Avoid adding questions on the
fly that would skew results. Even if, in retrospect, you regret adding a
question to the list because everybody blows it, at least everyone can
compare equally, and you can always process the numbers afterwards to
express results in relative terms.
5) Calibrate.
Before you start a round of interviews, test the test--that is, get a
volunteer from the office to take the test for you. If the results vary
widely from your expectations (your in-house guru scores badly, for
example), rewrite the questions.
6) Give immediate feedback.
During the interview, let the candidate know if he/she is giving the correct
answer or not before proceeding to the next question. Then, at the
conclusion of the questions, summarize the score. Memories are short, and
people generally tend to think they scored better than they did as time goes
by.
Good luck!
--Jim
James C. Fass
Program Director
Analytical Surveys, Inc.
11900 Crownpoint Dr., Suite 100
San Antonio, TX 78233
(210) 657-1500 x215
FAX (210) 657-1304
jfass@anlt.com
-----Original Message-----
From: Craig von Hagen [mailto:craig.vonhagen@africover.org]
Sent: Tuesday, August 06, 2002 5:56 AM
To: GIS List (Geocomm)
Subject: GISList: ArcView/ArcInfo competency test
Hi,
Has any body prepared a competency test for ArcView and ArcInfo? Mainly just
to test the basic knowledge of people before hiring them. I multiple choice
test would be ideal. I would like to know if there is anything existing or
if I'll have to set up my own.
Thanks
Craig
Craig von Hagen
FAO Africover - East Africa
PO Box 30470
00200, Nairobi, Kenya
Tel: +254-(0)2-4440985 or 4443331
or 4443715 or 4441106
Fax: +254-(0)2-4441993
web site: www.africover.org
To unsubscribe, write to gislist-unsubscribe@geocomm.com
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