So the company I work for is interviewing for a senior engineer, DevOps position. I was requested to participate in the last interview. I realize, among many things, personality and group cohesiveness are a contributing factor when considering a new employee. With this in mind I only asked non-technical questions. Considering the position we are currently hiring for will have FAR more responsibilities and will require a much more integral understanding DevOps and engineering than my own I would have expected the interview to be a bit more on the technical side. Then again, maybe the candidates credentials have FAR more weight and when interviewing for such a position it is more common to ask non-technical questions?
Well, I have been invited to another interview tomorrow of another candidate. Perhaps some of you who have been working in the DevOps and engineering field for awhile now might have some advice for me? Would it be presumptuous or arrogant for me to ask someone so much more my senior technical questions? At this point, based on the lack of feedback I received, I am going to stick with my previous mentality and ask non-technical questions.
I think you should ask, and get them to explain why certain things are true/useful/shouldn't be done or whatever to make them justify the senior tag - and pay. If they are no better than yourself, then you should apply for the job because you could show that you are capable.
Don't try to be mean and trip them up, but explore the concepts of what you do and see if there are some examples (with all the appropriate documentation) to work though on a tricky problem. IMHO, there's nothing wrong with a useful test. I'm sure no-one knows everything but you need to make the candidate know you mean business and are interested in getting a good engineer rather than just anyone. Remember that they have to agree that you are a company they want to work for too. You have to make them choose you for more reasons than just the pay.
Ask a real question. Think about some point where you got stuck, and ask the person what he/she would do if you came to them with the problem.
You will learn about their approach to problem-solving, and also if the person can (and will) explain things to you so that you will learn.
Show genuine interest in the candidate, their family, education, experience and favorite projects. You can use their resume to help you if they are not quickly to volunteer information or shy or nervous.
Also, ask the candidate if there is anything they would like to know about your company, culture, projects, containing education, benefits or current technologies.
Just be genuinely interested in the candidate and ask the candidate what they are interested it
Try to spend about half the interview time on each of the two major areas above