Question:
How to test for Network administrator skills Resume...any Example
This E-Mail will read like a help wanted ad, but that's not the
intention. I am looking for ways you all determine who is a good
candidate for an network administrator. Do you give tests? Do you have
specific questions you like to ask?
We are in the interviewing process to find my replacement (as I go out
to join the at-home moms of the world) and while I can list network
administration as one of my strong points, interviewing for a
replacement is on a different list - namely the "nonexistant skills"
one!
I have found that if someone is greatly underskilled or inexperienced,
it does become obvious in a discussion. But I really want someone with
a strong ability to problem-solve. And I don't begin to know how to
interview for that. We're in a small environment with multiple
operating OSes and non-standard apps. We don't expect to find someone
with experience with our specific environment. So it's essential to
find someone who has the capability to "figure things out".
I know you all are great gurus of the trade and I hope you don't find
this question a waste of your time - but I can't believe I'm the only
one who can benefit from this type of information. Thankfully it's my
boss, the Director of IS, who makes the ultimate decision - but since
I get second pass at the candidate and have to give my blessing on the
technical knowledge, I'd like to be able to make a fair assessment.
Answer:
Although I've never been asked to take a test as part of the
application process it's certainly not inappropriate. Of course,
I've only changed jobs once in the last 13 years so....
When hiring a programmer position we did indeed have a written
part of the process, they had to write a simple C program. Your a
network administrator yourself, think of some of the things you've
gone through in the past and formulate it into a question. This
doesn't have to be written, just part of the interview.
I've set on commitees several times as the 'techy' part of the
decision. Right or wrong, my questions always tended to lend
towards "How would you.....", add a server to this tree, create
a second vol on a 3.X server, change the server NIC, find out
why so and so can't login. This gives a variety, some very to the
point where there is only one right answer, others that allow for
creativity where you decided 'is that the best way to accomplish
the task'.
If they have credentials, CNA, CNE, so forth, I wouldn't bother with
redbook questions, they've already proven they can regurgitate answers.
Troubleshooting questions give you a much better idea of their skills as
well as the 'How would you...' type questions.
-I just changed jobs recently. I moved from a university environment to the
Network Products Division here at Intel. My interview was fairly
interresting, I'll share the story.
First of all I was hired over the phone. No face to face interview at all.
The guys who were doing the interviewing called me up (after setting up the
conference call with my recruiter) and we spoke for about 3 minutes on
polite chit-chat... then they said "Ok... we have a few questions for you"
and for the next 45 minutes I was grilled on just about everything there was
to know about network administration. After that was done they said "Ok...
well, thanks for your time, we will let you know." My recruiter called me
back 10 minutes later and said I had the job.
At first I thought it was bizarre to hire someone whithout asking them what
their background was, where have they worked, etc... but after thinking
about it who really cares where someone has worked... when it comes down to
it you either know the stuff or you dont. You cant assume that just because
someone worked somewhere with alot of fancy equipment, that doesnt mean they
knew the stuff inside and out, etc.
I would suggest making a two part list of technical questions. The first
part would be questions that test technical knowledge, for example: "What
are the key differences between routers, switches, and hubs?" or "what is a
TCP/IP subnet mask used for" ... Questions that are clear and have definite
answers. The second part would be the "How would you..." type questions.
You need to be careful with these questions... I mean most admins out there
are self taught, and they only really know what they have done in the past
so if you ask them a "How to" question that is something they have never
done before, they might answer the question incorrectly, but that doesnt
mean they dont have the abilities you desire... it just means they have
never encountered the specific set of circumstances in the question.
And lastly... make sure your company has a mandatory probationary period
that is written (documented in your HR deptarments hiring guidelines) and
that the new employee is well aware that their first 3 or 6 months
(whatever) is probationary. If they cant get the job done cut your losses
and let them go. Now more than ever I have seen such a tremendous influx of
newbie CNE/MCSE types... they read a book and call themselves an expert.
The only way to weed out people who can "talk the talk" but cant "walk the
walk" is to hire them and try them out.
