One thing that you can expect is to cover some of the basic statistical modeling with the following questions: How would you solve the question “How would you estimate the height of a person?” and how would you get your data.
For people applying for admission to medical school, the question “Tell me about a time when you used SAS.” is likely to come up quite often. This type of question will ask about statistical modeling in practice, and how it might be applied in practice.
Once again, the interviewer’s job is to gauge the applicant’s level of knowledge, their ability to communicate and interact with others, and their desire to learn. They should be confident that the applicant can speak intelligently about statistical concepts and has the ability to solve problems. The interviewer should be able to sense that the applicant is a hard worker, and has an interest in learning.
When interviewing, the interviewer needs to give applicants the best possible set of interview questions to test their skills. Questions that test both their analytical and problem-solving abilities are often more effective than the classic problem-solving questions. Problems that require them to demonstrate knowledge of a complex piece of software or a piece of work requiring complex mathematical operations are sometimes easier to interview for than problem-solving queries.
When compiling a list of interview questions to test for skills, you must remember that the most effective of interview questions cover both qualitative and quantitative information. If the interview is to be useful, it should cover quantitative as well as qualitative information. There is no point asking for data only for you to be asked quantitative questions.
You should also think about your requirements for what sort of interview questions to include in the SAS training courses. The type of questions you want will depend on the type of applicant that you are trying to hire. An employer who is looking for someone to develop algorithms in an office setting, might be satisfied with a linear regression model test. However, if the same person is looking for employment as a researcher, then a cross-validation or primary-sampling test may be desirable.
The biggest difficulty that you will have in approaching questions of this nature is in finding them. While you might be able to compile a list of questions that are appropriate for different types of applicants, you will need to add a few extra queries as well. Asking the candidates to explain their reasoning behind the answers to the questions is a valuable way to make sure that you are getting an accurate representation of their capabilities.
In addition to asking the applicant about their statistical modeling skills, you should also ask them about other aspects of their ability to use software and solve mathematical problems. There is a difference between the set of skills necessary to develop models and the set of skills needed to make decisions. Ideally, you should include both types of skills in the interview, as both will be required when developing models.
One area where the interviewer’s attention can be diverted from the interview question will be in the areas of test taking. By this time, the candidate should have gained confidence in their ability to handle complicated analytical models, but they will need to be tested for their skills as well. As long as the interview questions are focused on applying the model skills, they will also be useful in passing along information about their test taking abilities.
The answers to the interview questions will vary depending on the application domain, the applicant, and the level of statistical modeling that are required. There is usually a certain standard of excellence in terms of what is expected from those who are seeking employment at SAS and there are some standards that all applicants will be expected to meet in order to be considered for a position.
It will not take much time to go over the characteristics that SAS companies look for in potential employees. It is important that you be aware of these so that you do not misguide potential applicants.