Monthly Archives: March 2006

My new humble abode

My new office
Change of plans. Southern Wine & Spirits, where I’ve been consulting since October, decided at the last minute that they wanted to bring me on permanently to work directly for them. They’re a fantastic group of people, and they made me an offer I couldn’t refuse.

Pictured here is my new cube. It may not even be my permanent cube – there’s a slightly quieter cube available right outside Don’s office, and I’ll probably swipe that one instead.

Squint closely at the picture and you might be able to make out my Dell Latitude D810, Dell flat panel, Cisco VoIP desk phone, and Cisco 802.11b cordless handset. Muhahaha, new toys….

I’ll probably be slacking off on the blog entries this week and next while I get up to speed in my new duties. It’s the same company, but a completely different set of duties.

Brent Ozar

Brent specializes in performance tuning for SQL Server, VMware, and storage. He's one of the very few Microsoft Certified Masters of SQL Server, a published author, and a Microsoft MVP. He likes travel, Jeeps, Apple gear, jokes, and writing about himself in the third person. Read more and contact Brent.

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My new bad habit: Hyperbowl

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My new bad habit: Hyperbowl, originally uploaded by BrentOzar.

Huge virtual bowling game at Dave and Buster’s.

Brent Ozar

Brent specializes in performance tuning for SQL Server, VMware, and storage. He's one of the very few Microsoft Certified Masters of SQL Server, a published author, and a Microsoft MVP. He likes travel, Jeeps, Apple gear, jokes, and writing about himself in the third person. Read more and contact Brent.

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Waiting for a physical

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Waiting for a physical, originally uploaded by BrentOzar.

Brent Ozar

Brent specializes in performance tuning for SQL Server, VMware, and storage. He's one of the very few Microsoft Certified Masters of SQL Server, a published author, and a Microsoft MVP. He likes travel, Jeeps, Apple gear, jokes, and writing about himself in the third person. Read more and contact Brent.

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Screencast of microformats in action

First, think about how easy it is to add a web site to your bookmarks.

Now think about how difficult it is to add someone to your personal address book. It’s a pain in the butt, right? Watch this:

(If you can’t see a movie above, it’s in Flash, and your newsreader or browser may not support it. Try viewing the blog entry directly.)

It’s a movie of me going to my contact page, clicking on a link, and Technorati creates a contact file instantly for Microsoft Outlook with most of my info prepopulated. It’s not perfect, because some of the fields don’t quite work (think instant messaging, multiple phone numbers, my picture doesn’t come across, etc), but it’s come a long way, baby. Beats the hell out of copy and paste.

All of that is possible because of microformats. Microformats are small standards for addresses and calendar events. These standards will make it easy for all of us to quickly exchange information no matter where we choose to store it.

Microformats.org is ground zero for this phenomenon, and they have a good wiki on specs and examples.

Flocktails extension – integrates basic microformats handling in Flock. It doesn’t allow exporting – yet.

Chris Messina is big on evangelizing this stuff, and he did a presentation on Flock and microformats at SXSW 2006.

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Brent Ozar

Brent specializes in performance tuning for SQL Server, VMware, and storage. He's one of the very few Microsoft Certified Masters of SQL Server, a published author, and a Microsoft MVP. He likes travel, Jeeps, Apple gear, jokes, and writing about himself in the third person. Read more and contact Brent.

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South Beach Sexy Conference

Mark your calendars, ladies and gentlemen – okay, well, mostly just gentlemen. Exotica, the largest adult entertainment-themed convention on the East Coast, is coming to Miami Beach on June 9-11, 2006.

In related news, South Beach is currently chock full o’ hookers, evidently trying to make some money off the spring break kids. I noticed an abnormally large number of scantily dressed women on Collins Ave last week when I gave Ernie her morning walk at 5am. Usually I see a few hotties stumbling out of clubs, but stumbling is the operative word there. Instead, these women were walking tall and proud and, uh, swishing around a lot.

This morning, Ernie decided she wanted to walk down Collins again, and I’d forgotten about the visitors. (Seriously.) Sure enough, a couple of six-foot-tall women in full-on hoochie-mamma-gear spotted Ernie, and one came running. Literally running, in stiletto heels no less, hollering, “Sparky! It’s my long-lost dog Sparky!” Ernie was scared out of her little gourd, and took off running full speed in the opposite direction, which caused the ladies of the evening to erupt into raucous laughter. After Ernie regained her cool, she let one of the women pick her up.

At that point, I knew this lady was a trained professional, because I can’t imagine anybody but a hooker pulling that off. A friend of ours who’s a professional dogsitter can’t pick Ernie up without looking awkward, and this woman was a lot more handicapped than Lewis in his t-shirt, shorts and sneakers. Imagine a six foot woman in stiletto heels, carrying a handbag so large it should be called an armbag, bend over and pick up a dog off the ground, all the while covering her, uh, feminine parts so I didn’t get a glimpse down the front of her tiny tank top? I was stunned. I almost wanted to ask her to do it again. She had more coordination than anybody I know, and no, “coordination” isn’t some kind of code word for something kinky.

Brent Ozar

Brent specializes in performance tuning for SQL Server, VMware, and storage. He's one of the very few Microsoft Certified Masters of SQL Server, a published author, and a Microsoft MVP. He likes travel, Jeeps, Apple gear, jokes, and writing about himself in the third person. Read more and contact Brent.

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Job hunters – your web site is your brochure.

Last week I wrote a series of postings for employers, and this week I’ll touch base on things candidates should know.

Candidates: you are a product, and your web site is your brochure.
Managers: read the brochure just as you would a new product.

These days, we buy everything online.  We read the product’s web site, get excited by the marketing, and we’re sold on it even before we walk into the store.  Heck, we might not even walk into the store – we might just pick up the phone or buy it online.

Candidates: your personal web presence is your second chance to build a powerful, persuasive brand.

Managers: before you do a phone screening with a candidate, Google their name and see what comes up.

I’ve hired people strictly based off their web site.  If their web site is engaging, funny, knowledgeable and powerful, then they’re going to represent my company well too.

Candidates: always keep a clean name online – not just when you’re looking for a job.
Managers: check not just their personal site, but their online history through time.

Search for a candidate’s name online, and sometimes their personal postings on message boards show up.  For example, a database administrator candidate may show up in SQL forums asking questions about how replication works.

Here’s where the fun starts: compare the datestamps on their online messages with their resume history.  Are they posting Java questions at a time when they said they were working as a DBA?  Are they posting in-depth questions, or questions that you would have expected them to already know by that point in their career?

I’ve been doing this kind of candidate research since 2000-2001, and while I’m still in the tiny minority, it won’t last long.

Candidates: put your web site in the body of your resume, not at the top.

Recruiters chop off all of the personal contact info at the top and bottom of resumes.  I’m guessing they don’t want the company calling the candidate directly, only going through the recruiter.  Whatever.

The problem is that they keep chopping off the candidate’s web site, which is a big piece of the candidate’s resume.

The secret is to put it in the “Experience” or “Qualifications” section of the resume, like “Posts SQL Tips at BrentOzar.com.”  That way, recruiters won’t be as likely to lop that part off.

If your resume is in a Word doc, make sure the web site is a hyperlink, so it jumps right out in blue text. When a manager sees that link, it’s almost impossible not to click it. It’s like candy for a baby.

Include it in the signature of your personal emails, too, so when you’re corresponding with a recruiter, they’ll be just as tempted.

Don’t look dumbfounded or bashful when someone says they pulled up your website. Be excited and proud. “What did you think? What was your favorite part?” If you’re not excited, the interviewers will believe they stumbled across something secret, and you’ll look like an idiot.

Candidates: add some marketing fluff to your resume.
Managers: assume the resume might have some marketing fluff.

Show your personality and your knowledge in the site. Include pages about your interests to show that you’re a real human being. Don’t be dry and boring in an attempt to be inoffensive.

Marketers will tell you that you need to build a personal connection with your sales contacts. The more things you have in common with your sales prospects, the more they’ll bond with you. Your own web site should identify as many things as possible that you hold a genuine interest in. My site, for example, covers my travels, turtles, server monitoring, and other wacko things that I love doing.

Managers – caveat emptor.  Not everything on the candidate’s site may be the full truth.  I’ve seen candidates post blog items like books they’ve read recently, only to find out they didn’t actually read the book.  (Very common with business books and trendy tomes.)  I’ve also seen candidates post SQL how-to articles and code snippets, only to find out they completely copy/pasted the content.  If something looks impressive, copy/paste a particularly unique snippet into Google.  See how many other sites have that exact same content, and that’ll help track down plaigarism.

Brent Ozar

Brent specializes in performance tuning for SQL Server, VMware, and storage. He's one of the very few Microsoft Certified Masters of SQL Server, a published author, and a Microsoft MVP. He likes travel, Jeeps, Apple gear, jokes, and writing about himself in the third person. Read more and contact Brent.

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Tagging sucks – for now

I’ve been thinking more about Daryl’s explanations of tagging in Flock, and Wil Wheaton’s reticence to embrace tagging.  I share Wil’s feelings: for example, I’ve been blogging for years, but I can’t bring myself to put Technorati tags in my posts.  I’m doing it on this particular post just because the post is about tagging itself, so I figure I gotta do it.

Tagging strikes me as a short-term solution to a set of long-term problems.

Problem #1: the inability to quickly organize my stuff (photos, emails, web site favorites, mp3′s, etc).

Problem #2: the inability to quickly get to other people’s stuff.  (Pretend Google doesn’t exist yet.)

Tagging attempts to solve both problems by having human beings like you and me assign tags (keywords and short descriptive phrases) to items.  Take this particular blog post, for example – to describe it, I might choose the words "tagging", "Flock", "favorites" and "search".  Later, when I’m looking back for all of my prior blog postings about Flock, I could search my blog for all of the entries with the keyword "tagging", and presto, I’d find it.

That does solve problem #1.  Now, for problem #2.  Let’s say someone else – actually, let’s pick you, dear reader – want to find all of the blog entries on the internet about tagging.  You’d do a Technorati search for the tag "tagging", and presto, I’d be in the list.

Or would you?

What if you were trying to get started organizing your stuff, and you picked the keyword "organization"?  You wouldn’t find me – even though syntactically, this post has a lot to do with organization.

My problem with tagging is that given the same piece of stuff to organize, two people will often pick completely different tags to label it with.  When I first started using Flickr, I couldn’t decide whether to tag some of my photos with MiamiBeach, SouthBeach or SoBe.  Surely I shouldn’t have to use all three of them, right?  But which one should I pick?

Take two librarians, give each of them the same 1,000 books, and tell them to organize the books.  Thanks to the Dewey Decimal System, we can be fairly certain that both librarians will end up with a highly similar organization system.

Now imagine that each librarian could set up multiple organization structures for their library.  For example, they could file books in the Dewey Decimal System, AND maintain another set of identical books by author lastname/firstname, AND another set of identical books by title.  That’s how tagging works: a single book can be assigned multiple tags.  That’s quite cool, but still, even with this multi-dimensional threat to organization, we can be fairly certain that both librarians will create similar organizational dimensions.  Good stuff.

But the internet is not run by librarians, and there is no virtual Dewey Decimal System.  Tagging lets anybody order their stuff in any way they want, and there’s no standard or consensus. 

Take two people, give each of them the same 1,000 photographs, and tell them to organize the photos.  They can use assign as many tags as they’d like to each photo.  In reality, they won’t take a whole lot of time on each photograph’s tags, but they’ll probably assign 2-3 at least.  At least, let’s hope they do.

In our two examples, how easy would it be to find a single book in each of the two libraries?  How easy would it be to find a single photo in each of the two libraries?

Scale this up to the real world: right now, there are an estimated 117,664 libraries in the US.  I’m not even going to guess how many photos there are, let alone how many blogs, mp3′s, etc.  Then toss in languages: the web has content in every language imaginable, and it would be inexcusably small-minded to think that every photograph will be tagged in English.

Letting individuals assign their own unique tags to their content can solve the personal organization problem, but it’s not going to solve the worldwide organization problem.

I’m not suggesting an alternate solution – I’m just explaining why I haven’t bought into the tagging thing yet.  I’m not saying I won’t in the future, but it ain’t there yet. 

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Brent Ozar

Brent specializes in performance tuning for SQL Server, VMware, and storage. He's one of the very few Microsoft Certified Masters of SQL Server, a published author, and a Microsoft MVP. He likes travel, Jeeps, Apple gear, jokes, and writing about himself in the third person. Read more and contact Brent.

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Wil Wheaton checks out Flock

wilwheatonjuniorhswithpuppet.jpgI’m rather fond of this guy, and not just because his junior high pictures look a lot like my junior high pictures. Well, except for the puppet part. In a recent blog entry, Wil Wheaton reviews Flock, my favorite browser / blog editor / photo uploader / slicer / dicer. He summarizes it with:

Flock is pretty cool. It’s got a nice editor, and I especially like how it seamlessly integrates Flickr images and del.icio.us bookmarks into your blogging experience. It integrates lots of tools and appears geared toward blogging and anything which involves a tag. If I was all about that sort of thing, I’d be really into flock, but since I’m not, I can’t see myself using it.

I can kinda identify with that, because I’m not that terribly into tagging either. I use Flock for a few different reasons:

It’s a happy medium between IE and Firefox. Flock packages a lot of functionality into a seamless tool. Internet Explorer is almost unextendable, but its functionality all works/feels/looks the same. On the other extreme, Firefox is extremely extendable but you have to research and carefully choose your extensions, and they end up feeling like a mishmash of unrelated tools. I wanted something in the middle – something with a lot of functionality that always works together well and feels usable.

Flock works with multiple services easily. It doesn’t matter which blog host I use, doesn’t matter which shared bookmark service I use, and doesn’t matter which photo hosting service I use. Flock is a single front end to all of them. Granted, it’s a limited number of services so far, but it’s growing as Flock gains momentum, and it’s way more than IE supports – which is a big fat zero.

I can grow into it. I don’t use Flock as my blog editor – yet. I really just use it for browsing, because the shared-bookmarking integration is so dang slick. Over time, I’m gradually starting to use more and more tools out of Flock, like the Flickr management and the mapping topbar. With both IE and Firefox, it feels like I’ve already mastered everything they do right out of the box, and there’s nothing more to the application. Granted, I can install more stuff in Firefox, but it’s a pain in the ass, not a fun adventure, because so many extensions are untested and unreliable. And if I do want to take that pain, I can do it – because Flock is compatible with most Firefox extensions.

Brent Ozar

Brent specializes in performance tuning for SQL Server, VMware, and storage. He's one of the very few Microsoft Certified Masters of SQL Server, a published author, and a Microsoft MVP. He likes travel, Jeeps, Apple gear, jokes, and writing about himself in the third person. Read more and contact Brent.

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Hiring the Best DBAs: From a DBA Perspective

A few more collected notes from my recent interviews:

Sell Them On Your Company Right Away

In your company’s reception area, have a few pieces of relatively up-to-date reading material about your industry, or even better, about your company in specific.  The company I ended up choosing, had a great marketing booklet describing the relationships between various branches of the company and their clients. That one brochure actually put me in a great frame of mind before walking into the interview, because it gave me a good, positive outlook on the company and how they treat their customers. Marketing material works just as well on prospective employees as it does on prospective customers.

What’s Your Motivation?

During the interview process, ask each candidate what motivates them. It’s a trick question: not only does it tell you about the employee, it tells you what they’re probably not getting in their current position. (I didn’t realize it was a trick question until long after I was done answering – and isn’t that the best gauge of a trick question?)

Do You Help Others?

Ask candidates if they contribute to any open-source projects. It’s a long shot – even in this relatively open-source-friendly age, us contributors are definitely in the very, very small minority – but if the candidate answers yes, you might have found a really big winner. Ask them to talk about what projects they contribute to, why they do it, and what they’ve learned while working on open source projects. There’s no right answer here, but just knowing that a candidate is that fired up about technology tells you something.

Who You Gonna Call?

Ask candidates, “When you face a very tough technical problem, are there any forums or discussion groups that you like to use?” Make exact notes of the sites they quote, and then go to those sites looking for their posts. I know, it sounds slimy, but this will tell you what kinds of questions they ask and what kinds of answers they give to others.

Get A People Person’s Opinion

If your company has salespeople, consider asking one of the people-savviest salespeople to interview the best candidates after they’ve already passed the technical part of the interview. In my humble experience, salespeople tend to be better judges of people than us technical people. The salespeople I’ve worked with could “read” a person in a matter of minutes and catch interesting things about a candidate’s personality that I’d never notice. Salespeople make a living out of judging people’s interest in a product, and they can do a great job of judging a candidates interest in your company.

Move Fast When You Find The Right Candidate

Agile companies, companies that make quick and accurate decisions, will grab the best employees. Slow, lumbering companies with tons of red tape will get the leftovers. Why? Because agile companies quickly decide whether or not they’ve got Mr. or Mrs. Right, and make that candidate an offer without waiting to go through all of the candidates in a metro area. I interviewed with a downtown Miami company who declared I was a great candidate, said they wanted me, but said they wanted to interview a few other people first. I liked their management style, liked their employees quite a bit, and enjoyed spending time with them. I even envisioned my shorter commute with glee. However, they took their sweet time and made me an offer almost a month later – at which time, I’d already taken an offer. A bird in the hand is worth two in the bush. Slow, lumbering companies, on the other hand, will only get the employees that the agile companies passed over.

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Brent Ozar

Brent specializes in performance tuning for SQL Server, VMware, and storage. He's one of the very few Microsoft Certified Masters of SQL Server, a published author, and a Microsoft MVP. He likes travel, Jeeps, Apple gear, jokes, and writing about himself in the third person. Read more and contact Brent.

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Show candidates their work areas, and get their reactions

When hiring a new IT worker, take a few minutes to give them a tour of the group’s work environment. You don’t have to go so far as to point out, “Here’s the cube where you’d be sitting,” but try to give them a general idea of what the typical work area looks like. At some shops, all of the programmers get their own offices, and at some shops all of the programmers are packed in two to a cube. Showing the general work area sets basic expectations for the candidate.

This is not for the candidate’s sake. Forget the candidate for a moment.

Ask the candidate, “How does this work environment compare to your current company?” Then ask, “And how does this compare to the other companies you’ve interviewed with?”

This is your chance, Imaginary Employer Corporation, to find out how your office looks at a very first glance to a prospective employee – and to a prospective customer! Watch the candidate’s reaction carefully, and read between the lines. Examine what they say, and link it to their current employer’s size, sales, and industry.

I know the dot-com days are long gone. Nobody installs foozball tables or free soda machines anymore, and nobody gives programmers corner offices with a view of Biscayne Bay. But as an employer, how often do you get the chance to tour your competitors’ offices? Because when it comes right down to it, everyone else is competing for the same talent you want. I had one interview where I was mentally calculating how much I’d have to spend in order to make my office livable, and another interview where I was mentally calculating how much of a salary cut I would be willing to take in order to work in a particularly posh environment.

Your office may not be your pride and joy, but it’ll be a part of the job negotiations. If you acknowledge that, and take it into account as part of your offer package, you can make a better offer that the candidate will be more likely to accept.

More Articles on How To Hire and Interview DBAs

Brent Ozar

Brent specializes in performance tuning for SQL Server, VMware, and storage. He's one of the very few Microsoft Certified Masters of SQL Server, a published author, and a Microsoft MVP. He likes travel, Jeeps, Apple gear, jokes, and writing about himself in the third person. Read more and contact Brent.

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