Measuring software developer skills

Question

As part of a recruitment procedure I've been asked to fill out a form that describes my software development skills. Each line of the form is based on this template:

Category  Skill                 Last used  Years  Level
Database  Microsoft SQL Server       2009     12  High

One problem is that the skill Microsoft SQL Server isn't very well defined. Is it about database administration or is it about developing software that uses SQL Server? Aside from the ambiguities of short skill names I also have the problem that the skills listed in the form isn't a good measure of my personal software developer skills. They are all very technology and/or product focused, and the list seems to have been compiled before the .NET era.

I think I am allowed to edit the list, but rather than adding a few lines for C#, LINQ and whatever else I might come up with I was hoping that there was a more formal approach to measuring software developer skills. Perhaps some framework used by the industry.

Are there any formal or standardized frameworks for measuring software developer skills? And how should I create a list of skills suitable for use in the form described above that emphasizes important modern software developer skills instead of arcane technologies like MS-DOS and Netscape?

Edit to clarify why I have to fill out this form

I'm a freelance software developer and the recruiter is working in a company that sells consulting services. To present me to potential third party customers she needs an expanded CV including a list of skills like the one I have described. My goal is to provide a list of skills that documents that I'm a highly skilled software developer as this may increase my chances of the third party actually wanting to meet me in person. Unfortunately, the list I have now is not a good tool for that in my oppinion.

Answer 1

Fill it the best you can.

However, for me it is a big red sign. Those who ask you to fill out such ridiculous forms are usually either third-party recruiters or shops that would sell you further to their customers on the per project basis. Customers sometimes approve the team selection based on these sheets.

Now, I have found it. Here is what you may find interesting: Programmer Competency Matrix

As to why it may be not good: when you are asked to fill out a questionnaire, it means you can only be sold / bought based on your immediate skill set, not on your expertise and potential. Which has the risk that your employer will not value anything else you might contribute or you may not be given an opportunity to contribute. So chances are you may not like it there. It is also possible you won't find many interesting people in that environment.

Answer 2

My advice would be very simple; look elsewhere for an employment opportunity. The reason is actually somewhat complex, but basically, if the recruitment procedure is so ossified, it's likely the effect of some very overactive Human Resources personnel; this will have the effect of keeping good people from entering the company. As a consequence, they're likely gentrifying in their technologies and the majority of persons hired there will likely be less than average. If you can find a way to get into a better company than that one, do it.

Answer 3

This kind of form doesn't make any sense.

Talk to the person, who is actually going to interview (who is going to look at this form) & explain him/her of what you mean by "SQL Server".

Answer 4

I think if you look at what is not only currently needed, but what may be coming up, you may get an idea as to what skills might be useful. But, rather than just asking if they are an expert, guru or newbie, ask if they have used it on personal projects or for work.

In my own experience, I tend to know something better if I did it on my own, as I can push my limits and the limits of the technology, whereas for work I tend to be more conservative.

Also, if you are designing this, then be sure to be very clear about what you want, and use a sentence to explain what you mean.

For example, if a guru is: Have you written books or articles on this topic

That will make it easier to separate a guru from an expert.

But, is this list really going to be useful, since many people may already have this in their resume, or something close to it.