SQL (ANSI Format)

Database Management

About this test

The Kandio Method

Kandio’s assessment tests let you assess the candidates, employees, agencies or freelancers you have concerning any SQL task you might have.

Remember that Kandio offers guidelines on which programmers to proceed with, and which ones to discard. Kandio will give you reliable directions about things programmers should know about, but a programmer can be excellent, even if he does not know about all of these things.

We suggest that you use our tests before your interview process to know which ones actually to talk to. The final Kandio report should be a piece of conversation with the strong candidates, rather than a disqualifying process in a late stage interview process.

The test and how it’s structured

SQL is a query language that was first acknowledged as the standard by the ANSI or the American National Standards Institute for or managing data stored in RDBMS or Relational Database Management systems. Its importance mainly resides on the organizing and structuring of data, speedy storage and access to it.

The ANSI Format of SQL is a foundational query language in that a lot of the more recent ones have been influenced by it.

Spread across 20 questions, this test will determine the competency of the candidate in ANSI (SQL Format) in these categories:

  • Joins, Queries
  • Grouping, Aggregate Functions, HAVING Clause
  • Subqueries, EXISTS, IN Operators
  • Miscellaneous: Ranking Functions, Foreign Key, UNION Operator, NULLs

We believe that this setup is one of the most reliable and thorough assessments out on the market, and our SQL experts are continually keeping up to date with the evolution of the language to keep the test up to date.

Language(s)

English


Questions

15


Maximum completion time

45 minutes


Chapter(s) 4
  • Grouping, Aggregate Function, HAVING Clause
  • Joins, Queries
  • Subqueries, EXISTS, IN Operators
  • Miscellaneous: Ranking Functions, Foreign Key, UNION Operator, NULLs
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Most recent SQL (ANSI Format) score
43
SQL (ANSI Format)
 
 
Miscellaneous: Ranking Functions, Foreign Key, UNION Operator, NULLs
50
 
Grouping, Aggregate Function, HAVING Clause
73
 
Subqueries, EXISTS, IN Operators
42
 
Joins, Queries
0
Try a sample question from our SQL (ANSI Format) specialist
Consider the following table, people:

SQL (ANSI Format)

Which of the following queries will return all people who do not have children? Select all that apply.

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94% of all questions our support receives, can be answered in the below FAQ

I have many candidates - will they all receive the same questions for equal assessment?
Short answer:

Yes, all candidates are equally assessed, when you use Kandio.

Long answer:

All our tests have different questions that might or might not change from vacancy to vacancy.

However, once you lock a recruitment round in, the questions will lock in as well for all candidates going through your assessment, so that they are equally screened.
How can the exam score help me to make a better hiring decision?
Overall it would be best if you kept in mind that Kandio offers help with assessing your total pool of candidates. The point with this plan-of-attack is to give you a tool that will enable you to pinpoint the very underqualified candidates quickly, and promptly discard of them. As well as locating the strong candidates, and invite them for an interview before your competitor does.

The difficulty of our tests is serious in general and is meant to find the lesser qualified. So you shouldn’t disqualify a candidate at 67%, just because you have someone who’s testing 70%. Or even 85%.

Kandio is a tool you should use in addition to other means such as:

- Common sense
- Gut feeling
- Internal screening
- Other assessment tools from Mandomedio
- Experience of the candidate
- Career goals of the candidate

The reason we have priced Kandio the way we have is that it’s meant to be used alongside other decision factors, and not as a sole dictation of which candidate to employ.
Why Kandio over other tests? And why not a free-writing test?
All Kandio assessments have a difficult multiple-choice approach and a very clear and tangible scorecard at the end. We only work with objective measurements and completely disregard candidate values such as consistency in work, ability to teamwork, humanity, and care for colleagues, sociality, and the likes.

The reason for this is that in today's tech-oriented world, we often see a significant amount of different solutions to the same problem. If we offered free-write assignments, candidates would need to be assessed one by one, which obviously would be impossible at our price point.

With us, you're buying access to a robust set of exams, written by the world's best authorities, with well-functioning scorecards to make recruitment easier. And on top of that, we are using big-data to benchmark all your candidates across other similar candidates.
How difficult are the tests Kandio offers my candidates?
All our tests are authored with serious difficulty in mind. We accept only the best test authors onto our platform, and a fixed percentage of revenue goes directly to our authors to keep content updated, and authors happy.

Our goal is to weed out the least competent candidates in the most common knowledge within your desired field.

Because of this, you should keep in mind to adjust your salary expectations and level of acceptance, if you’re looking for junior roles, mid-level roles, or senior roles.
How do I adjust the level of my test to match the qualifications of the position I’m trying to fill within my company?
You don’t. Our tests are made with such difficulty in mind, that they would challenge all skill levels regardless of seniority. We almost never see any candidate getting everything correct on our exams.

If you are trying to fill a senior role, you would probably want candidates to score above 60% in Kandio. If you’re looking for a junior role, you could probably settle with 30%-50%

If you want a very junior role, that you can train along the way, you would be looking at 30%-50%.

We wouldn’t recommend considering any candidate below 20% unless you have clear indications from other factors of decision making.