Do we need a SharePoint Skill Ranking System?


I see many people talking about the proliferation of SharePoint “wannabees,” and the messes they create. It can be difficult for an organization to truly assess skill level of the candidates they are interviewing. So how does an organization with no SharePoint professionals on staff screen for qualified candidates? Certifications and references tell some of the story, but it seems there might be a better way to gauge SharePoint skills. What if there was a universal skills test, with a ranking system? SharePoint pros could take a test, and get a rank that can be referenced with and ID by whatever organization is seeking to hire. For instance, on a scale of 1-10, a particular candidate might be a 6 on overall knowledge, but a 9 on SharePoint Administrator specialty, and an 8 on SharePoint Developer specialty. So their score might be SP6-SPA9-SPD8. These scores could be put into a resume, and would give a much more comprehensive picture of SharePoint knowledge and skill level. Candidates could study and increase their knowledge and retest every year or 6 months. It seems most companies hiring SharePoint professionals these days have gone to contract to hire so that they can “try before they buy.” Maybe we could reverse this trend with a SharePoint Skill Ranking System.

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11 comments on “Do we need a SharePoint Skill Ranking System?

  1. Hello Roger,

    I made, long time ago, a “SharePoint Skill Quadrant” with four SP skills categories (general, developer, IT pro and business) in order to map the candidates’ knowledge. Looks pretty close to your idea.

    Regards,

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  2. Unfortunately, for this to work, it would need to be implemented independently by each participating company. The idea behind certifications should satisfy your request but because people cheat, you can pass any test if you could know the questions and answers ahead of time. It has to be done internally or use a consultant kind of like a background check. Hmm, this sounds like a tech screening. Maybe the achilles heel is the tech screener. Get better at that and you might get better resources. Any attempt at a standardized system that publishes a test will be immediately exploited and rendered worthless. You have to trust someone enough to make an arbitrary decision about a candidates skill level.
    Also I don’t care for the idea of paying twice as much money to prove I can do a job.

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    • Brian, if I were to pursue setting this up I would try to make it free for the candidates to take the test. Maybe get third party advertisers to cover the overhead? I’m not sure at this point really. I just want to have a discussion about it. But I feel like there might be a need for it. I see what you mean about tests and answers.

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  3. Reblogged this on Francois Pienaar and commented:
    I love some of these concepts. Hiring companies and consultants based on objective rankings is still a pipe dream as people do business with people they know and trust, however, having rankings in place will allow for a bit of insight into the actual competency f said organization or individual.

    A couple of guys in South Africa have started a site for just that – Rockstar365. The site is aimed at Microsoft professionals (CRM & SharePoint for now) and allows for skills input which ranks the individuals from there.

    Love the initiative and believe it can augment what LinkedIn does as you can actually objectively compare. Check it out here – http://www.rockstar365.com / blog.rockstar365.com.

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