Postgresql Online Coding Tests

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About our PostgreSQL Coding Tests

Our service equips your team with pragmatic and authentic coding examinations that accurately measure the Postgresql competencies of candidates. By leveraging tools such as CoderPad Screen, you’ll have the capability to construct Postgresql coding examinations in just minutes, even without a technical background.

We’ve engineered our tests to encapsulate crucial principles, front-end design methodologies, algorithms, and more. Our industry professionals meticulously devise these tests, guaranteeing they reflect practical scenarios and are successful in gauging candidates’ capabilities.

For hiring managers who wish to delve deeper, there’s also the option to personalize the test by incorporating their own coding challenges.

• Recommended duration: 25-77 minutes
• Average number of questions: 19
• Type of exercises: Multiple choice, coding exercises
• Test levels: Junior, Senior, Expert

ℹ️ Explore our questions bank and test our candidate experience yourself

Postgresql Sample Questions

Example Question 1

What is a primary key in a database table and why is it important?

Example Question 2

Write a query to find the average salary of employees in each department, sorted by department name in ascending order.

ℹ️ Preview a sample coding test report

Explore Code Playback

Achieve a more profound understanding of your developer candidates’ thinking patterns and coding capabilities. 

• Monitor their aptitude in constructing algorithms and assess their strategies and innate coding sensibilities.
• Mentally note aspects you’re interested in delving deeper into during future conversations.
• Maintain alertness in pinpointing any dubious or potentially worrisome actions.

How to test Postgresql skills to hire for your team?

Depending purely on resumes may not provide a comprehensive picture of an Postgresql developer’s capabilities, and self-proclaimed skills may sometimes be inconsistent. 

Here are five strategies to evaluate Postgresql developers’ coding proficiency:

1. Peruse their programming portfolio. This provides a glimpse of the Postgresql projects they have contributed to, as well as their competence in the language.
2. Review their GitHub account to evaluate the quality of their Postgresql code, their activity levels, and their participation in Postgresql-related initiatives.
3. Probe into their utilization of Stack Overflow. This could provide insights into their level of knowledge and engagement within the Postgresql development community.
4. Employ programming assessments designed specifically for Postgresql developers. This enables them to address real-world Postgresql issues, thereby facilitating an objective evaluation of their coding abilities.
5. Carry out live coding interviews targeted at Postgresql. In this setting, candidates have the opportunity to exhibit their coding skills, problem-solving prowess, and understanding of Postgresql principles.

💡 To dig deeper: 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some hiring personnel may feel apprehensive about incorporating tests early in the recruitment process, as they worry this might dishearten or alienate candidates. However, it needn’t be so. It’s imperative to manage this scenario effectively to ensure candidates grasp the intent, appreciate the value of their time, and perceive their significance.

Adhere to these instructions to integrate preliminary testing while maintaining a positive candidate experience:

1. Job Ad: Explicitly indicate in your job ad that testing forms the initial phase of your hiring process. By establishing this prospect in advance, you prevent candidates from feeling they are being selectively singled out for testing. Additionally, detail the time dedication required so candidates can prepare accordingly.
2. Stress Equal Opportunities and Diversity: Underscore how the testing procedure promotes unbiased hiring practices and cultivates diversity within your company. Declare that your priority lies in evaluating skills, not prejudging candidates based on unrelated factors. Express that you are receptive to considering a varied range of candidates, including those without elite academic qualifications or individuals newly stepping into their coding careers.
3. Succinct Assessment: Aim to keep the assessment as condensed as possible, honoring candidates’ time. Choose a suitable duration for the test, including only the skills that are genuinely crucial for the job. Ideally, target a test that can be accomplished within an hour or less. If you can formulate an even briefer test that meets your necessities, that’s preferable.
4. Relevance: Focus exclusively on the skills that directly pertain to the role. Resist the urge to compile an exhaustive list of desirable skills that aren’t needed for the actual job. Showcasing a practical approach by concentrating on skills that significantly affect routine tasks is valued by developers.
5. Divulge Results: Present candidates with their test results to ensure a more gratifying experience. If you use a tool like CoderPad Screen, which auto-generates a concise report and dispatches it to candidates, you boost their experience. Candidates who don’t perform well will comprehend why they weren’t chosen for the next phase, and the receipt of results also acts as an extra motivation for completing the test.