Brian,
That was a good story, very funny. So what did the guy do? Did he just get up and leave? I know from reading your posts you are usually straight and to the point. I would be sweating if I had to interview with you.
Going off course a bit. What are some types of AD questions that you all consider to be "senior level"?
For example what if you ask someone how to do a metadata cleanup? Would you all consider that to be a mid level question?
Just wondering because I always grapple trying to figure out questions for the mid vs. senior level candidate.
On 7/23/06, Brian Desmond <[EMAIL PROTECTED]> wrote:
I've got no second thoughts about being an asshole during a tech
interview. I ask the question, you either answer it or tell me you don't
know. If you choose not to tell me you don't know and demonstrate that
you don't know through what you tell me instead, I'm already pretty much
through. If you're arrogant like this candidate you describe, I'm likely
through as well.
My favorite exchange as of late goes like this:
Me - Tell me a little bit about your experience migrating Exchange 5.5
orgs to 2003
Them - blah blah blah
Me - Ok, can you name the three types of connection agreements in the
ADC?
Them - well uh blah blah well uh excuse excuse
Me - other questions
Me - So would you be comfortable migrating a 10K user 5.5 org to 2003?
Them - Absolutely
Me - How can you be comfortable doing that when you can't even explain
the first step of the migration to me?
In any case, others have put some really good advice here. What you want
in a technical lead is someone who can get their hands dirty without
getting scared or screwing up. They should also have no second thoughts
about delegating work and asking their subordinates for help. That
person needs to be able to deal with upper management, and they also
need to make sure their self esteem is in check - none of that "I did X"
when all they did is watch. Hiring your new manager can be a little
difficult on both sides from the point of view of why wasn't someone on
your team promoted to that position?
Thanks,
Brian Desmond
[EMAIL PROTECTED]
c - 312.731.3132
> -----Original Message-----
> From: [EMAIL PROTECTED] [mailto:ActiveDir-
> [EMAIL PROTECTED]] On Behalf Of Matheesha Weerasinghe
> Sent: Sunday, July 23, 2006 11:11 AM
> To: ActiveDir@mail.activedir.org
> Subject: [ActiveDir] OT: Interview Techniques
>
> All
>
> I am currently in the process of interviewing job candidates who if
> successful will become my boss ;-) Basically the manager who will be
> his boss has asked me to do the technical side of the interview and
> check if the candidates are OK. I've had the "pleasure" of
interviewing
> 2 so far and they were pretty weak technically. I am not sure if I
have
> been spoilt by the creme-de-la-creme here but I did check them a
little
> thoroughly especially with the candidate who was bold enough to
mention
> under key skills "very strong knowledge of windows 2000/2003 Active
> Directory".
>
> Now I am definitely no expert, but if someone is bold enough to claim
> that, he better not buckle up under pressure and reply that the
> questions I am asking are only worthy knowledge to those working at
> Microsoft.
> And this is the reply I got when I asked him what the FSMO roles did.
> Actually, I got a little miffed as the guys had the audacity to demand
> pretty much twice the pay I am getting and were paper MCSE's.
>
> The feedback we received from the candidates afterwards said the
> interview style was .....
> aggressive.
>
> So, my question to you guys is, if you interviewing someone for a
> Windows tech-lead position (with focus on AD), how technical would you
> want him to be? This is a guy who would be steering the design of an
> infrastructure to support tens of thousands of users.
>
> Cheers
>
> Mudha
> {Newbie AD Guru wannabe ;0) }
>
>
>
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