yo_bee
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Interviewing System Administrator recommended questions
I am in the process of trying to hire a System Administrator to replace tasks that I am responsible for. I was the Sys Admin prior to be prompted to my current position as IT Manager/Director. Resumes always have lots of good highlights, but I do not seem to be able to ask the proper questions to weed out the good candidates from the ones that really do not know much, but think they do.
I currently have a test that has about 30 to 50 questions ranging basic Windows Server, AD , Exchange, File Share (NTFS). The last round of candidates all did less than desired. During the formal interview they all did say that the test was hard. I do not think so. I think it is far.
With this next round the candidates seem to have a much better understanding from the preliminary phone screening. I am giving them the same test that the previous round of candidates took, but this time around I am also give them a practical test. This will entail install the Server OS and apply AD Role, setup a few GPO's and test with a client workstation.
Does anyone have recommended verbal questions that can be asked?
Do any of you know of practical Lab that potential candidates can also take?
I currently have a test that has about 30 to 50 questions ranging basic Windows Server, AD , Exchange, File Share (NTFS). The last round of candidates all did less than desired. During the formal interview they all did say that the test was hard. I do not think so. I think it is far.
With this next round the candidates seem to have a much better understanding from the preliminary phone screening. I am giving them the same test that the previous round of candidates took, but this time around I am also give them a practical test. This will entail install the Server OS and apply AD Role, setup a few GPO's and test with a client workstation.
Does anyone have recommended verbal questions that can be asked?
Do any of you know of practical Lab that potential candidates can also take?
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ASKER
Thanks.
These are good suggestions.
I want to know that this candidate can work with the core Windows Server application and roles from day one.
I was thinking of asking
These are good suggestions.
I want to know that this candidate can work with the core Windows Server application and roles from day one.
I was thinking of asking
- "How would you create a GPO that only targets a group of users or computers?"
- "What tools would you use to validate computer connectivity?"
- "How to prevent users from logging on to certain computers?"
- "What tools would you use to assess an issue a server or workstation is having?"
- "What event happens on the second Tuesdays of every month?"
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ASKER
Question 2 I want to see is they have knowledge of tools like PING, TRACERT, NSLOOKUP.
Question 4: I want to see what steps they take to troubleshoot an issue with a computer or server like Event Viewer or Task Manger to see if there are weird things that will jump out to them and they can start looking for a solution.
Question 4: I want to see what steps they take to troubleshoot an issue with a computer or server like Event Viewer or Task Manger to see if there are weird things that will jump out to them and they can start looking for a solution.
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ASKER
Thanks for that insight.
Those are good suggestions.
This person will be wearing many hats. He/she will not just be solely dealing with sys admin duties, but will be involved with assisting Desktop Support team with issues as well.
Those are good suggestions.
This person will be wearing many hats. He/she will not just be solely dealing with sys admin duties, but will be involved with assisting Desktop Support team with issues as well.
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ASKER
I concur to that reply. I am do not have certs and I know people that have them and I know much more than they do.
I have done a round of phone screenings. One of the candidates did a great job highlighting his project achievements. I am leaning towards him, but did want to see what they can do with a situation presented to them and some of these questions can highlight whether the candidate has this knowledge to start attacking the problem.
I have done a round of phone screenings. One of the candidates did a great job highlighting his project achievements. I am leaning towards him, but did want to see what they can do with a situation presented to them and some of these questions can highlight whether the candidate has this knowledge to start attacking the problem.
ASKER
Can you recall if there were any changes since the last time you created a new mailbox?
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ASKER
That is interesting considering this candidate will be responsible for a lot of MS software.
I hope he says yes.
I hope he says yes.
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ASKER
I was looking at it differently, but I like that angle.
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ASKER
Thank you all for this great feedback.
ASKER
Thanks all
If you have the benefit of time, I find it helpful to step away from the questions and go back to review them weeks later to make sure even I still know the answers. Sometimes answers seem obvious at the time of writing but after day to day work of other tasks you may not be able to recall how to answer.
While knowledge is key, dont place too much emphasis on it. To me it's more important for the candidate to get along well with the team and myself if they show potential to proactively grow their skills and imvestigate answers to problems they dont know.
You can give them open ended questions about your configuration to try to get them to ask investigative questions.
Try to stay away from long arduous tasks like your install example because that could take a while and waste both your and the candidates time. Also double check with HR to ensure that your questions are allowable and consistent across candidates.