I am surprised that you can not think of any questions or problems that
would discriminate between an IT analyst (or a B.A. philosophy graduate)
and an ontologist. (01)
I don't think that he was asking us to hire someone at this point. (02)
I doubt if any of us hire people based on a resume with the references
and experience removed without an interview in the absence of a
strategic hiring plan. (03)
Ron (04)
John F. Sowa wrote:
> Joel,
>
> JB> We are regularly confronted with tests at the end of an academic
> > period (year, semester, or course). In New York State we have a
> > subject specific "Regents Exams" and "Scholastic Aptitude Tests"
> > or a "Scholastic Assessment Tests" (they keep changing the name),
> > at the end of 4-year degree programs we have "Graduate Record Exams".
> >
> > - What questions would you put on an OAT?
>
> The field of applied ontology is evolving so rapidly that *any* test
> that anybody might develop today would be obsolete in two years.
> Furthermore, any student who used such a test as a guide to
> study would be guaranteed to be obsolete upon graduation.
>
> As a native of Pittsburgh, Pennsylvania, I usually follow the
> Steelers (but only when they're winning). And I recall some
> excellent advice from Coach Chuck Noll in the glory days of
> the 1970s:
>
> 1. Look more for the long-term development of the team than
> to fill a specific position.
>
> 2. Evaluate individual players more on their general
> athletic ability and potential than on their specific
> skills at the moment.
>
> If I were hiring anybody, I would consider a certificate of having
> passed an OAT exam as about same level as a certificate of MCP
> (Microsoft Certified Professional) -- i.e., it would be an
> indication that the individual was likely to become obsolete
> with the next software release.
>
> John Sowa
>
>
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> (05)
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