The interview process was evasive and impersonal. It is factual that when I entered the facility, there was no one that looked like me. On the surface, diversity is promoted, but at the core, the selection process is set to mirror the current managerial team.

The company later added assessments that had no relevance to the role I applied for, after I passed the initial qualifications.

They then posted a position (Data Analysis) that mirrored the assessment provided to me. So why were these prerequisites not presented on the initial job description?

It was because there needed to be justification for not accepting my application. There was NO feedback that explained why advanced-level SQL queries were required for the role I applied for. I have managed DBAs and Engineers and can say the assessment was created for an individual with a high acumen for server administration.

Be transparent. Change your hiring practices. It is very plain to see your tactics seek specific characteristics that are not presented in your job postings. Don't have people waste their time.

1. We would like to better understand the preferences of a segment of movie-watching users. We are particularly interested in those users whose occupation is 'Engineer'. For these 'Engineer' users, we want to know more about their favorite movies – the top five rated movies (where a rating of 5 is the best).

We would like to consider only those movies which have a significant amount of ratings. Let's say at least 20 Engineers must have rated a movie for it to be considered in the top 5.

In summary, write a query to return the top 5 significant movies as rated by 'Engineers'.