Posted on Jun 4, 2017
What are important questions for a transitioning IT specialist to ask employers during interviews?
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IT Specialist
Interview
Civilian Career
System Administrator
Transition
Posted 7 y ago
Responses: 1
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Ask about:
What systems the company uses and if they have plans to integrate any different systems or versions
What is the current "Up-Time" standard for the company? Has the IT Dept maintained that standard?
Cross-training: will you be required to learn different systems? If not, will you be ALLOWED to do so?
When are scheduled maintenance windows? How long are they? What are the impacts, if any to systems in other time zones (if applicable)?
Are you replacing someone, or is this a new position? If you are replacing someone, why did the other person leave the position? If it is a new position, what is your role and what are the expectations for the position?
Those questions, depending on how they are answered, can eat up a good 30-45 minutes or more.
What systems the company uses and if they have plans to integrate any different systems or versions
What is the current "Up-Time" standard for the company? Has the IT Dept maintained that standard?
Cross-training: will you be required to learn different systems? If not, will you be ALLOWED to do so?
When are scheduled maintenance windows? How long are they? What are the impacts, if any to systems in other time zones (if applicable)?
Are you replacing someone, or is this a new position? If you are replacing someone, why did the other person leave the position? If it is a new position, what is your role and what are the expectations for the position?
Those questions, depending on how they are answered, can eat up a good 30-45 minutes or more.
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SGT (Join to see)
Thanks. I've asked a variation of most of those questions. But that last bit about replacing someone is one for the notes. Epic!
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SSG(P) (Join to see)
SGT (Join to see) - Well you should know what you are walking into before you take that step. If the last guy quit in disgust, there's likely a good reason for it. There's always a diplomatic way to ask if morale or the department or company sucks. If s/he left for better opportunity, maybe you should ask about top end compensation and benefits. If the last person was fired, perhaps gingerly inquire as to why; was it for misconduct or was the person not living up to the standards? If it was the latter, bring up the expectations of the position again. You can never be too careful with these types of positions. I got "asked to leave" after about 2 weeks because I solved a technical problem that the company had been having for two YEARS, and the manager started worrying for HIS job....
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