Keg wrote:
> DA Morgan <damorgan_at_x.washington.edu> wrote in message news:<1098763254.501572_at_yasure>...
>
>>Carlos wrote:
>>
>>
>>>This thread shows exactly what kind of person is D. A. Morgan and what
>>>kind of person is Howard J. Rogers.
>>>
>>>I wish It was the second who has to read my resume if the
>>>circumstances (unlikely though) make our roads cross.
>>>
>>>Regards.
>>>
>>>Carlos.
>>
>>Likely you would. But I doubt the architect I advised my client to hire,
>>today, would agree. I gave him a job and Howard likely would have passed
>>him over. It is just a matter of perspective. And different perspectives
>>are what makes the world go around. It would be boring if everyone
>>agreed with either of us. Even more boring if we agreed with each other.
>
>
> Any IT manager/director worth their weight knows not to put any faith
> in certifications. Anyone can memorize several chapters and test
> questions and get a cert. The only certs I ever pay heed to are the
> upper level Cisco certs that involve true hand-ons testing in a lab. I
> can't count how many useless IT peeps I have seen that were hired
> because they had an MCSE.
>
> Carefull technical drilling of a candidate in an interview is the only
> way to be sure someone is technically proficient. A resume to me is
> good for only one thing, getting the name and phone number of the
> person to contact. I don't care where their degree is from, what certs
> they have, where they have worked, I only care about how they perform
> in the interview to my carefully planned questions. And it is the
> responsibility of the person conducting the interview to be well
> prepared as well, not just the candidate. Interviewers often forget
> that not only is the candiate trying to sell themself, but you are
> also trying to sell your company and the position to him. And if he is
> a good candidate, he likley has his choice of jobs and isn't desperate
> for yours.
>
> Just 2 months ago I hired a junior unix guy from a local community
> college that was among candidates with BS's from Stanford and Georgia
> Tech. (and the latter 2 were not even in the final 3 that I narrowed
> down too)
>
> I for one would not even wanna work in an environment that identifies
> candidates in such a manner. Just reminds me of some slow-moving,
> boring, HR driven company where you probably gotta wear dockers on top
> of everything else. =P
>
> Just from my experience from about 5 years or so working positions
> where I directly interview and hire people, the resumes I see with all
> the certifications loaded on are people that are quite deficient and
> usually not real 'self starters'. I'm looking for the nitty-gritty,
> wear shorts to the interview, dive heads-in type of person that also
> sees thru all the bull s#$t. It has just been my personal experience
> that those with all the certs neatly indented on their resume aren't
> the ones. I would honestly be impressed if a guy handed me a rum&coke
> stained bar napkin with his number of it for a resume. Because to me
> that says, "I know my s#$t and can become an immediate contributor to
> your team."
>
> Just my 2 bits.
For those following this ... I interviewed two DBA candidates today for
a public corporation. Typical questions:
Our current production environment is <fill in your environment>. Our
architect has suggested that we implement a cold-failover capability.
What would you recommend and why?
The response was DataGuard ... reasonably good ... the follow-up
question ... Logical or Physical, <for our specific needs>, and why?
The day an OCP prepares anyone for these questions I'll endorse it.
--
Daniel A. Morgan
University of Washington
damorgan_at_x.washington.edu
(replace 'x' with 'u' to respond)
Received on Fri Oct 29 2004 - 20:44:56 CDT
