From an interviewer's perspective though these kinds of ratings are still useful. They just need to be calibrated.
If I were hiring this person it would take less then 10 questions about one language to figure out where her competency is according to my scale and now (assuming she didn't fudge too much) about her competencies with others (some of which I may not know).
If I were hiring this person it would take less then 10 questions about one language to figure out where her competency is according to my scale and now (assuming she didn't fudge too much) about her competencies with others (some of which I may not know).