The idea of DevOps is still nascent in the technology domain. DevOps engineers have a combination of specialised aptitudes and skills, depending on a mix of business, organizational and domain capabilities to best help the group or client he or she is supporting to move towards a seamless deployment model. There is no fail-proof process to identify a DevOps engineer, but we will try and create an outline of the things that need to be kept in mind
DevOps resources are known by many different names, for example, System Engineers, DevOps, Site Reliability. As we know DevOps is a combination of Operations and Development. In a traditional organization, these roles and responsibilities were siloed. Developers wrote the code and tossed it over the divider to the operations engineers. The operations people sent the code and guaranteed the uptime of the framework. In a DevOps setup, the lines between the two are obscured. To be successful in operations in an automation driven DevOps Framework, you need to develop and deploy code in a radically different manner.
DevOps engineers are not as common as traditional developers, a reason being that an effective developer operating in this environment would need to be proficient in not only development but also testing and provisioning. Engineering schools and bootcamps still have to figure out a curriculum that encompasses DevOps development. Aspects like how to run dispersed frameworks in school at different scales are still being figured out. Having said this candidate with a foundation in Computer Engineering as well as Computer Science are still most suited for a role in the DevOps team as they have a strong background in understanding, designing and developing the code.
Identifying an incredible DevOps engineer is harder than discovering an employee for some other part of your tech association. Keeping a long-term perspective in mind it is important that the organizations who are moving towards DevOps build a strong connect with the DevOps community.
Traditional Recruitment firms (and most external agencies) do not put in the required efforts to hire the right candidate. Third party external recruiters generally don’t have tech foundations required to select the appropriate person. Recruitment firms simply select candidates from online recruitment platforms. They will provide you many candidates who might superficially meet your criteria however they might not actually be relevant to the profile.
A general opinion would be to avoid external agencies. On the off chance that you work at an organization, enlist an internal selection team. Or if you need to hire an external recruiter, specialist recruiters make a better choice.
Employers looking for DevOps Engineers need to get out there to each technology meetup happening in their city. This allows them to engage with people from similar domains, increasing the chance of hiring an appropriate candidate. Employers can also discuss the kind of DevOps people they are looking for at these meetups, people hiring must also look offer your DevOps difficulties and information. Make a few inquiries inside and check whether there are any architects that want to try a DevOps role.
Screening a Candidate
Once you have shortlisted an applicant, decide whether he is suitable for an on-location meet. An employer, for the most part, does this with two telephone screening questions. During a telephonic interview, one can ask the potential applicant to explain what happens when somebody writes “www.google.com” into a web program and presses enter. They must understand how DNS works. What is the role of HTTP, TCP/IP? Would they be able to name ports, give comments on infrastructural pieces like load balancer etc.? You will likely have them exhibit strong foundational learning about how the web functions.
Even though not every person utilizes a social database in their day to day work, most great DevOps aspirant have a decent understanding of SQL. To test them you can request them to compose a SQL question that contains a total function.
The Onsite Interview
Once an applicant passes the telephonic screening, bring them on location for a couple of hours for a white boarding session.
It is important to get an insight into the experiences they’ve had till now. Employers can ask questions like:
“For each programming dialect on your resume, think of an essential circle that prints out numbers from 1 to 100.” They should know how to compose a circle in that dialect.
Ask them questions related to their soft skills, it is important to understand how the person will function in a team setting.
Since writing computer programs is an extensive prerequisite of DevOps, ask a programming-related question to them. These tests are intended to be simple.
If an applicant passes the white boarding session, you can give them some additional assignment to complete. This not only helps understand their technical knowledge but also the kind of dedication they have to get the job. Fundamentally, would the candidate be able to deliver on time? What’s more, how seriously do they take their work?
The Second On-Site Interview
If the candidate successfully turns in the assignment, you can call them for the second round of interview. You can bring out their assignment and ask them to make changes to it, this will help you understand their presence of mind and to also ensure they finished the homework themselves with no outside help. The employer may request that they include another fundamental application utilizing SaltStack or Ansible.
Firms should avoid judging the competence of DevOps by the number of years they have worked for. Factors that are crucial in deciding the most appropriate candidates for the role should have technical expertise and also be good team players. Reviewing the candidate’s technical knowledge should be of prime importance for the employer.