| Author |
Looking for Technical Interview Questions/Test
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| chunder 2002-09-20, 11:42 am |
| anyone have some good technical interview questions? (written and verbal).
we're hiring a PC Support Specialist here want to try a technical test with our candidates.
thanks...
oh, if you're going to ask where and whatnot about the listing, please don't. we're NOT accepting any more applications and are reviewing the more than 250 resumes.  shows you how sad the market is. sorry to be negative... | |
| evhdlr 2002-09-20, 12:43 pm |
| I would start with a few basic ones first, to kind of guage the person. If they cannot answer the simple ones, then forget it!
1. A user calls and states they cannot log into NT, what do you check?
2. A user states they have no display on the monitor. What do you do first?
3. A user states they cannot see the network. What do you check?
You can tell, by the answers and the way they react to the questions, if you should go further with this person. If they answer these or something similiar to these, you get a little more technical.
Hope this is a start. | |
| CyberDude 2002-09-26, 4:52 am |
| Always throw in a couple of DOS Q's.
Plus, evaluate what the position is supposed to do, and then concentrate in them area's.  | |
| RichardJW 2002-09-26, 4:43 pm |
| Personally I don't believe in these silly tests ... | |
| chunder 2002-09-26, 6:42 pm |
| quote:
Originally posted by RichardJW
Personally I don't believe in these silly tests ...
well that's constructive. what if you had over 350 resumes for a PC Tech position? how would you determine which had the best technical ability or at least the ability you wanted in a new employee? | |
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| Are you getting tech interview? | |
| chunder 2002-09-26, 7:12 pm |
| quote:
Originally posted by Kasor
Are you getting tech interview?
no. my work is hiring. i'm the network admin. my boss was wondering about doing a technical test with them... but we're already into the interviews so it's a moot point now. | |
| RichardJW 2002-09-28, 4:16 am |
| In principle, the idea of a technical test to determine candidate suitability is superficially appealing. The time savers, cost cutters, statisticians and test takers rub their hands with glee.However, im my opinion there are many problems with technical tests devised by a company. A candidate is there to be interviewed for a position in a face to face manner. Their qualifications are written down on their resumes. Do you not trust their qualifications? Are you more liable to use what is probably not the ideal test or situation to decide who goes forth to the next stage of recruitment? By all means test people on their knowledge by asking pertinent questions at the interview. Asking people to perform something hands-on is fine as well. This is a test-taking culture that is overstepping its mark. | |
| chunder 2002-09-28, 8:10 am |
| quote:
Originally posted by RichardJW
In principle, the idea of a technical test to determine candidate suitability is superficially appealing. The time savers, cost cutters, statisticians and test takers rub their hands with glee.However, im my opinion there are many problems with technical tests devised by a company. A candidate is there to be interviewed for a position in a face to face manner. Their qualifications are written down on their resumes. Do you not trust their qualifications? Are you more liable to use what is probably not the ideal test or situation to decide who goes forth to the next stage of recruitment? By all means test people on their knowledge by asking pertinent questions at the interview. Asking people to perform something hands-on is fine as well. This is a test-taking culture that is overstepping its mark.
thanks for your eloquently stated remarks that completely derailed my original intention of this thread. no need for rebuttal as it's obvious you are not the one i was speaking to given your mindset regarding a few simple questions. | |
| RichardJW 2002-09-28, 1:18 pm |
| Who are you speaking to then? I thought this was a public forum. If you have nothing to say which is positive don't say it. You contradict yourself when you state that I have somehow derailed your thread because my understanding is that you don't need these questions anyway because your hiring process has gone beyond that stage. Personally I would not go fishing about on the internet for technical questions that you are going to hire people with - though if you agree to disagree then please feel free to proceed with your thread. | |
| Crutch 2002-10-07, 4:01 am |
| RichardJW, I disagree with you. At my last job, we used a test as a tool. Sure, one may have an MCSE that they got two years ago, but are presently working in Tier-II support. Many of the things that person learned are not being actively used in their daily tasks.
We had a basic test that was multiple choice and a few essay questions at the end. Sure, you could read the resume and get the gist of who they are, but we used the exam XXX a test of their reasoning abilities and basic PC/Server knowledge. Sure, we understood that if we were willing to interview a person and they had no Novell experience, they would probably get the Novell questions wrong. That's OK. But when you get an essay question that reads, "the user is irate and ranting about their broken computer...what do you do?" We don't want to see, "argue your point because you know it's right" as the answer. You and I may think that's a no-brainer, but you should see some of the tests I've seen. Oh yeah, one other thing, we didn't grade the test until the interview was completed. The test was especially useful when the interviewee told you exactly what you wanted to hear, then after you grade their test, it's "Whoa, nelly!" | |
| RichardJW 2002-10-07, 8:50 am |
| Look. I am not against the idea as long as the test is a decent one and properly devised and that's not particularly easy to do - especially when you start having to produce tests for different job roles. Probably it requires a corporate budget. | |
| Crutch 2002-10-07, 9:24 am |
| I agree. We only used this test for people wanting to become systems consultants. | |
| JeremyWatts 2002-10-15, 9:28 am |
| When I was a tech service manager I made em sweat sat them down in front of a Mike Myers A+ practice exam and see how they did and then a Net+ practice exam. See how well they work under pressure and then when you look at the scores do alot of nodding your head no and moan a little like it's real bad then tell the guy you call him and for him not to call you.
Make sure you do this at the last after the interview it doesn't make a whole lot of diff if they pass with high scores or not at all because of the pressure and enviroment but you do see how well they work under extreme pressure call them though the next day and let them know either way and be nice. | |
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| chodan 2002-10-21, 7:46 pm |
| As for doubting peoples credentials it may be best to err on the side of caution.
A local community college was trying to hire a IT manager and got gobs of resumes with loads of technical skills specifically with network/systems management.
They had a practical lab set up for the interviewee to promote a win2k server to a DC install and configure dhcp and add a computer and user to the domain.
Not a single cantidate was able to complete the tasks.
They are going back to the drawing board and advertising the position again.
I applied but was not called for the interview. I guess because I didn't have enough years experience hehe.
Having said that I think Quality experience beats quanity every time and a practical lab will show it.
I could do that lab in my sleep, as could most posters on this board.
Thats why the market is flooded, to many wannabe's. It's hard for hiring managers to sift through it all.
Thats why questions and tests are a good idea. |
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