Anybody that has interviewed for a job has most likely run into the trick question. Some interviewers like to throw out multiple trick questions all in an effort to trip up the candidate and get the candidate to doubt him/her self. Sure, there can be some benefit to throwing out a trick question or four. One such benefit would be to see how the candidate performs under pressure (see them squirm).
The downside to throwing out trick questions, in my opinion, would be that you can turn a serious candidate into an uninterested candidate. So, when throwing out the tricks, tread carefully.
Incidentally, I don’t think his example question was that tricky, in that there are good reasons to do what he shows. I have one question I like to ask during phone screens which is of a similar vein. I won’t share the question for obvious reasons, but answering it requires a reasonable amount of knowledge of the product and a little bit of cleverness.
On the whole, my interview philosophy is to ask questions which directly relate to the job at hand. If the job involves doing a lot of work with warehousing and ETL with SSIS, ask questions around columnstore indexes, tuning SSIS packages, and some of the types of red flags when looking at packages. I’ve found that people who really don’t know what they’re doing sort themselves out easily enough if you ask relevant questions.
It’s Monday morning and your manager Brent has called his usual emergency all-employee meeting. He looks more than a little bit unhappy, and this time it’s not because someone stole his cruller. Over the weekend he was demonstrating the new anatomy program Mr. Body to some investors and frankly the performance was miserable! Now Brent has only one question.
Who killed Mr. Body’s performance?
We all know Andy Mallon did it.
This report is filtered to the United States, Private sector, full-time employees, Job Titles with more than 50 results, all primary databases, a salary between $15,000 and $200,000, and a survey year of 2018.
On the top are employees who said they work remotely 0 days per week, the middle is office employees who telecommute 1-4 days per week, and the bottom is the true remote employee who does this 5+ days per week.
The overall median salaries were $97,316 for office employees, $111,500 for part time telecommuters, and $114,163 for full time remote employees, which led to the click-bait title of this post. 🙂 It’s possible that this is because only more senior or highly-valued employees feel comfortable working from home, or are even allowed to, depending on the company culture.
Click through to see all of Melissa’s findings.
I’m glad I picked interviewing as the topic of TSQL Tuesday #93, because people wrote posts chock full of great advice and funny stories. Get ready to learn, be amazed, and laugh out loud as you read these posts, which I’ve indexed by the author’s first name. Don’t blame these authors for the dorky jokes in the cartoons, though. That’s all my fault.
Read on for a few dozen interview stories and some of Kendra’s one-liner cartoons.
Growing up my mother used this phrase quite a bit. Penny wise, pound stupid. (In case you didn’t know the pound is the British equivalent of the dollar.) Basically, it means paying attention to the small stuff at the expense of the big stuff. My favorite example of this was a few jobs ago. Without any need to go into details, our coffee area was stocked with both 8oz and 16oz styrofoam cups. One day, one of the accountants decided that there was no point to the extra cups and got rid of the more expensive 16oz cups. Not really a big deal, but our morale was already disastrously low, so it had more impact that it might have otherwise. The most interesting part, though, was a memo that a co-worker sent out. Unfortunately, I don’t have it anymore so I’m going to have to do my best to re-create it.
The lesson is to think through the ramifications of decisions, as there tend to be unintended consequences due to an incomplete understanding of costs.
We asked to see your papers, and 2,898 people from 66 countries answered.
Download the raw data in Excel, and you can slice and dice by country, years of experience, whether you manage staff or not, education, and more.
Community bloggers have already started to analyze the results:
There were several entrants and some good posts, so check it out.
The thing that comes up when I read this is that in most situations it will not work because you’re removing all the flexibility. The other thing is that most companies evaluate employees based on their availability and their flexibility.
There also a side note that employers are allowed to make different arrangements with employees.
Employers will probably adjust contracts from this point on that, if you’re in some sort of position where the availability is important, you’re obliged to answer which will render the law useless in a lot of situations.
There’s no one answer here, but it’s an important topic to think about.
What I learned was not to judge a team by their SQL Server. Some configurations may look problematic, but make a lot more sense when I talk to the team and dig into problems they’re facing.
For instance, there’ve been many times when a team was facing a performance issue, and at first glance their SQL Server looked stupidly underprovisioned in terms of memory. Upon digging into the problem I found that adding more memory wouldn’t solve their particular problem. One size doesn’t usually fit all.
Read on for hints and thoughts.
Finding a new job is hard. At every turn, it’s a lot of work: finding a job, interviewing, negotiating. I don’t know anyone who likes doing it. I do know lots of people who struggle with various parts of the process.
I want to share my experience, my thoughts, and my opinions. Hopefully, you can learn from my experience (good and bad). By sharing my experience, hopefully I can make life a little bit easier on you the next time you’re job hunting.
Definitely looking forward to this series.