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• Why are SW engineering interviews disproportionately difficult?

  - by stackoverflowuser2010

  First, some background on me. I have a PhD in CS and have had jobs both as a software engineer and as an R&D research scientist, both at Very Large Corporations You Know Very Well. I recently changed jobs and interviewed for both types of jobs (as I have done in the past). My observation: SW engineer job interviews are way, way disproportionately more difficult than CS researcher job interviews, but the researcher job is higher paying, more competitive, more rewarding, more interesting, and has a higher upside. Here's a typical interview loop for researcher: Phone interview to see if my research is in alignment with the lab's researcher In-person, give presentation on my recent research for one hour (which represents maybe 9 month's worth of work), answer questions In-person one-on-one interviews with about 5 researchers, where they ask me very reasonable questions on my work/publications/patents, including: technical questions, where my work fits into related work, and how I can extend my work to new areas Here's a typical interview loop for SW engineer: Phone interview where I'm asked algorithm questions and maybe do some coding. Pretty standard. In-person interviews at the whiteboard where they drill the F*** out of you on esoteric C++ minutia (e.g. how does a polymorphic virtual function call work), algorithms (make all-pairs-shortest-path algorithm work for 1B vertices), system design (design a database load balancer), etc. This goes on for six or seven interviews. Ridiculous. Why would anyone be willing to put up with this? What is the point of asking about C++ trivia or writing code to prove yourself? Why not make the SE interview more like the researcher interview where you give a talk about what you've done? How are technical job interviews for other fields, like physics, chemistry, civil engineering, mechanical engineering?

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• How do I pick which agency to go through?

  - by RoboShop

  I work in a town where the majority of work comes from the government. As a contractor, I generally have to apply for work through agencies which are on the government's preferred vendor's list. Most jobs are publicly listed and to apply for them, you generally need an agency to represent you by submitting your application with a rate which is usually your rate plus their commission. I've been trying to figure out what the agencies do, and it seems a large part of what they do is 1) get on that preferred vendor's list and 2) forward resumes. So right now, my policy is that since their commission affects how expensive I am, one - I don't work with companies that do not disclose their margin. And two, I go for the agency that takes the least amount of commission for the job I want to apply for. IS that the best approach? I would think applying for a job with the most competitive rate is the best approach but I also wonder whether which agency you're applying through actually matter? I know some agencies actually build personal relationships with senior managers but how do I know which one? How do I know that actually affect my job prospects? What criteria should I use to decide which agent I go through for the job?

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• Should I stay in my degree or take an opportunity for management experience?

  - by Adam

  I've read a couple other post along these lines and they've been helpful but I'm wondering if my case is any different. I've been working towards my CS degree while working part time in a programming job. I'm now about two years away from getting my degree and was just offered a management position at my job. This would mean that I have to work full-time at my job and I can't really work towards my degree anymore in person. My school doesn't really offer CS classes after hours nor online. It seems that getting a degree is very important from the other post that I read. Does having management experience trump that? I'm currently leaning towards taking the job and finding some sort of online degree. Also my school only offers a business degree online, could I just get this in place. Does the type of degree really matter? For some jobs it's not the type of degree just that you have one, is there any merit for this in the programming industry? Thanks :)

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• How to deal with job that stop and cannot continue unless made foreground?

  - by Vi

  Recent example: mountlo (using UML): vi@vi-notebook:~/b$ mountlo -m 16 -d /dev/uba1 /home/vi/mnt/usb -t vfat -o iocharset=utf8,allow_other& [1] 32561 vi@vi-notebook:~/b$ Checking that ptrace can change system call numbers...OK Checking syscall emulation patch for ptrace...OK Checking advanced syscall emulation patch for ptrace...OK Checking PROT_EXEC mmap in /tmp...OK Checking for the skas3 patch in the host: - /proc/mm...not found - PTRACE_FAULTINFO...not found - PTRACE_LDT...not found UML running in SKAS0 mode [1]+ Stopped mountlo -m 16 -d /dev/uba1 /home/vi/mnt/usb -t vfat -o iocharset=utf8,allow_other vi@vi-notebook:~/b$ bg [1]+ mountlo -m 16 -d /dev/uba1 /home/vi/mnt/usb -t vfat -o iocharset=utf8,allow_other & [1]+ Stopped mountlo -m 16 -d /dev/uba1 /home/vi/mnt/usb -t vfat -o iocharset=utf8,allow_other vi@vi-notebook:~/b$ bg [1]+ mountlo -m 16 -d /dev/uba1 /home/vi/mnt/usb -t vfat -o iocharset=utf8,allow_other & [1]+ Stopped mountlo -m 16 -d /dev/uba1 /home/vi/mnt/usb -t vfat -o iocharset=utf8,allow_other vi@vi-notebook:~/b$ bg [1]+ mountlo -m 16 -d /dev/uba1 /home/vi/mnt/usb -t vfat -o iocharset=utf8,allow_other & [1]+ Stopped mountlo -m 16 -d /dev/uba1 /home/vi/mnt/usb -t vfat -o iocharset=utf8,allow_other vi@vi-notebook:~/b$ fg mountlo -m 16 -d /dev/uba1 /home/vi/mnt/usb -t vfat -o iocharset=utf8,allow_other Linux version 2.6.15 (miko@dorka) (gcc version 3.3.5 (Debian 1:3.3.5-13)) #1 Mon Feb 27 13:27:52 CET 2006 (normal output) ... vi@vi-notebook:~/b$ socat - exec:'mountlo -m 16 -d /dev/uba1 /home/vi/mnt/usb -t vfat -o iocharset=utf8\,allow_other',pty,ctty fusermount: waitpid: No child processes vi@vi-notebook:~/b$ Also happens with Gimp (when it does run it's plug-ins). Parts of Gimp started by `gimp q.jpg&' freeze and cannot continue unless "killall -CONT" or made foreground. Is it a bug? How to reliably start things in a background?

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• My New Job

  - by Stuart Brierley

  Last year I started a new job with a logistics company in the North of England, where I was responsible for the management, design and development of IT Integration strategies, architectures and solutions using BizTalk Server 2009.  This included the design and implementation of the BizTalk Server 2009 infrastructure, the definition of development standards, mentoring a fellow developer in the ways of BizTalk and migrating a number of existing solutions from Softshare over to BizTalk 2009. Unfortunately I then realised that, following this initial set up, there didn't actually seem to be that much BizTalk work for me to get stuck into and reluctantly I have now moved on from this role to a very similar role with the country's largest office supplies company.  Based in Sheffield, we distribute office supplies on a UK wide basis and computer supplies across Europe. The situation here is slightly different than when I first joined my previous employer.  Whereas that was a green field installation with no previous BizTalk solutions in place, my new employer currently has a number of live BizTalk 2000 (!) and BizTalk 2006 solutions in place.  Unfortunately the infrastructure around these is less than ideal; with no clear distinction between development and test environments and no source control what so ever! We are currently building a proposal for a new BizTalk Server 2010 implementation, where I am hopeful of being able to implement fully independent development, test and pseudo-live environments, alongside an enterprise level live installation.  We should also be introducing Team Foundation Server to the development process, thereby giving us some much needed source control capabilities. Following this is likely to be a period of migration for the existing BizTalk Solutions, along with the onward development of new projects and initiatives - I'm hoping to be a busy man for the forseeable future :o)

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• exact answer for “what is j2ee?” - job interview

  - by shuuchan

  I'd like to ask if someone of you knows the exact meaning of JEE. That's because a collegue of mine was asked this question in a job interview, and was "unable to answer properly"... to speak with his interwiewer's words. And when he told me what he said to his interviewer I got really surprised, since it was more or less what I would have answered myself - in a concise form, the first paragraph of this article. J2EE (Java 2 Platform, Enterprise Edition) is a Java platform designed for the mainframe-scale computing typical of large enterprises. Sun Microsystems (together with industry partners such as IBM) designed J2EE to simplify application development in a thin client tiered environment. J2EE simplifies application development and decreases the need for programming and programmer training by creating standardized, reusable modular components and by enabling the tier to handle many aspects of programming automatically. That seems not to be enough, since the interviewer asked for "more precise and less general definition". Is there really a more precise definition for JEE? Or did my colleague just find the fussiest-interviewer-ever? :)

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• Recruiters intentionally present one good candidate for an available job

  - by Jeff O

  Maybe they do it without realizing. The recruiter's goal is to fill the job as soon as possible. I even think they feel it is in their best interest that the candidate be qualified, so I'm not trying to knock recruiters. Aren't they better off presenting 3 candidates, but one clearly stands out? The last thing they want from their client is a need to extend the interview process because they can't decide. If the client doesn't like any of them, you just bring on your next good candidate. This way they hedge their bet a little. Any experience, insight or ever heard of a head-hunter admit this? Does it make sense? There has to be a reason why the choose such unqualified people. I've seen jobs posted that clearly state they want someone with a CS degree and the recruiter doesn't take it literally. I don't have a CS degree or Java experience and still they think I'm a possible fit.

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• Brain picking during job interview

  - by mark

  Recently, I had a job interview at a big Silicon Valley company for a senior software developer/R&D position. I had several technical phone screens, an all day on-site interview and more technical phone screens for another position later. The interviews went really well, I have a PhD and working experience in the area I was applying for yet no offer was made. So far, so good. It was an interesting experience, I am employed, absolutely no hard feelings about this. Some of the interviewers asked really detailed questions to the point of being suspicious about new technologies I have been working on. These technologies are still in development and have not come to market yet. I know some major hardware/software companies are working on this too. I have had many interviews before and based on my former interviewing experience and the impression some of the interviewers left behind, I know now all this company wanted from me is to extract some ideas about what I did in this field. Remember, I am referring to a R&D position, not the standard software developer stuff. Has anybody encountered this situation so far? And how did you deal with it? I am not so much concerned about "stealing" ideas but more about being tricked into showing up for an interview when there is no intension to hire anyway. I am considering refusing technical interviews in the future and instead proposing a trial period in which the company can easily reconsider its hiring decision.

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• Why job postings always looking for "rockstars?"

  - by Xepoch

  I have noticed a recent trend in requesting programmers who are rockstars. I get it, they're looking for someone who is really good at what they do. But why (pray) make the reference to a rockstar? Do these companies really want these traits as a real rockstar? Party all night and wake up to take care of quick business in the morning? Substance abuse, Narcissism with celebrity, Compensation well exceeding their management, Excellent at putting on a short-lived show, Entertainment instead of value, 1 hit (project) wonders or single-genre performers, Et cetera What is wrong with Senior or Principal Software Engineer who has an established and proven passion for the business? Rather do we mean quite the opposite, someone who: rolls up the sleeves and gets to work, takes appropriate direction and helps influence teams, programs in lessons' learned and proper practices, provides timely communication to the whole team, can code and understand multiple languages, understands the science and theory behind computation, Is there a trend to diversify the software engineering ranks? How many software rockstars can you hire before your band starts breaking up? Sure, there are lots of folks doing this stuff on their own, maybe even a rare few who do coding for show, but I wager the majority is for business. I don't see ads for rockstar accountants, or rockstar machinists, or rockstart CFOs. What makes the software programmer and their hiring departments lean towards this kind of job title?

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• Why job postings always looking for "rockstars?" [closed]

  - by Xepoch

  I have noticed a recent trend in requesting programmers who are rockstars. I get it, they're looking for someone who is really good at what they do. But why (pray) make the reference to a rockstar? Do these companies really want these traits as a real rockstar? Party all night and wake up to take care of quick business in the morning? Substance abuse, Narcissism with celebrity, Compensation well exceeding their management, Excellent at putting on a short-lived show, Entertainment instead of value, 1 hit (project) wonders or single-genre performers, Et cetera What is wrong with Senior or Principal Software Engineer who has an established and proven passion for the business? Rather do we mean quite the opposite, someone who: rolls up the sleeves and gets to work, takes appropriate direction and helps influence teams, programs in lessons' learned and proper practices, provides timely communication to the whole team, can code and understand multiple languages, understands the science and theory behind computation, Is there a trend to diversify the software engineering ranks? How many software rockstars can you hire before your band starts breaking up? Sure, there are lots of folks doing this stuff on their own, maybe even a rare few who do coding for show, but I wager the majority is for business. I don't see ads for rockstar accountants, or rockstar machinists, or rockstart CFOs. What makes the software programmer and their hiring departments lean towards this kind of job title?

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• quartz: preventing concurrent instances of a job in jobs.xml

  - by Jason S

  This should be really easy. I'm using Quartz running under Apache Tomcat 6.0.18, and I have a jobs.xml file which sets up my scheduled job that runs every minute. What I would like to do, is if the job is still running when the next trigger time rolls around, I don't want to start a new job, so I can let the old instance complete. Is there a way to specify this in jobs.xml (prevent concurrent instances)? If not, is there a way I can share access to an in-memory singleton within my application's Job implementation (is this through the JobExecutionContext?) so I can handle the concurrency myself? (and detect if a previous instance is running) update: After floundering around in the docs, here's a couple of approaches I am considering, but either don't know how to get them to work, or there are problems. Use StatefulJob. This prevents concurrent access... but I'm not sure what other side-effects would occur if I use it, also I want to avoid the following situation: Suppose trigger times would be every minute, i.e. trigger#0 = at time 0, trigger #1 = 60000msec, #2 = 120000, #3 = 180000, etc. and the trigger#0 at time 0 fires my job which takes 130000msec. With a plain Job, this would execute triggers #1 and #2 while job trigger #0 is still running. With a StatefulJob, this would execute triggers #1 and #2 in order, immediately after #0 finishes at 130000. I don't want that, I want #1 and #2 not to run and the next trigger that runs a job should take place at #3 (180000msec). So I still have to do something else with StatefulJob to get it to work the way I want, so I don't see much of an advantage to using it. Use a TriggerListener to return true from vetoJobExecution(). Although implementing the interface seems straightforward, I have to figure out how to setup one instance of a TriggerListener declaratively. Can't find the docs for the xml file. Use a static shared thread-safe object (e.g. a semaphore or whatever) owned by my class that implements Job. I don't like the idea of using singletons via the static keyword under Tomcat/Quartz, not sure if there are side effects. Also I really don't want them to be true singletons, just something that is associated with a particular job definition. Implement my own Trigger which extends SimpleTrigger and contains shared state that could run its own TriggerListener. Again, I don't know how to setup the XML file to use this trigger rather than the standard <trigger><simple>...</simple></trigger>.

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• Why are part-time jobs in programming an anomality?

  - by Mikle

  I've recently quit my full time developing job at mega-corp, and I decided that I'll look for a part time job. Since then I've talked to half a dozen potential employers, and every one of them had the same reaction when I said the magic words "part-time" - they all closed up and became suspicious. Now, I understand that it might just be me, so as control I asked every one of them what if I were willing to work full time, and they all said I would probably get an offer. My question is two fold: Why, as an employer, would you give up a competent, even great, developer, simply because he wants to work 3 days a week and not 5? How do I sell the story of part time job better? I usually just list my reasons which are that I prefer that balance currently in my life and that I want to work on my own projects, but it leaves them even more suspicious - am I going to start something myself and quit? Am I just lazy?

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• How can I let prospective employers know I'm a great developer?

  - by Zoe Gagnon

  I've recently read through Joel's guide to finding great developers (http://www.joelonsoftware.com/articles/FindingGreatDevelopers.html), and I feel really strongly that I am smart and get things done. The problem is, I didn't learn how to get things done until about halfway through college, so my GPA is less than stellar. Additionally, I've got a few other things going against me: late into the job market (~30), no internship, state college instead of university, and when I graduated, I pretty much had to take the first job that offered. With all of these things piled together, my resume (the first step to getting a job), is not terribly impressive. What can I do to let people know that I'm a great developer and would complement the best companies in the world?

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• Be a better programmer or an irreplacable employee?

  - by mahen23

  Before I worked for a web development company, I asked a lot of questions of friends who were working as developers for tips about being good at your job. One answer I got was: "Always make the employers beg for your competencies. Prove to them that you are the best and you cannot be replaced. While keeping the status quo, hold your employers hostage where if one day they remove your from the job or task, no one else will be able to do your job." How true is this statement?

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• Why are part-time jobs in programming an anomaly?

  - by Mikle

  I've recently quit my full time developing job at mega-corp, and I decided that I'll look for a part time job. Since then I've talked to half a dozen potential employers, and every one of them had the same reaction when I said the magic words "part-time" - they all closed up and became suspicious. Now, I understand that it might just be me, so as control I asked every one of them what if I were willing to work full time, and they all said I would probably get an offer. My question is two fold: Why, as an employer, would you give up a competent, even great, developer, simply because he wants to work 3 days a week and not 5? How do I sell the story of part time job better? I usually just list my reasons which are that I prefer that balance currently in my life and that I want to work on my own projects, but it leaves them even more suspicious - am I going to start something myself and quit? Am I just lazy?

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• How do you think the industry for programmers is right now? [closed]

  - by Mercfh

  I recall 5-6 years ago there was quite a slump in jobs, but 5-6 years ago I was just starting college so I was oblivious to what was going on, however I had heard about it at many places. And obviously there's the recession that we are in now (although I've been told things have been getting better). So what's the job outlook for programmers right "now"? Good? Bad? Average? When I was looking for a job 2 months ago I "saw" quite a bit of job openings near my city, but that could've just been me living in a lucky "growing" area.

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• Motivating developers in a project perceived as **dull** ?

  - by Fanatic23

  As a manager, I can't always end up generating work that'd be cutting edge. Some of the projects do run on maintenance mode, and generate a healthy free cash flow for the company. As a developer what would it take for you to stick around in this project? I have been thinking of re-branding the work, but I could do with a lot of help here. Appreciate a single response per post. Please don't suggest an increased pay-packet, this creates more problems than it solves.

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• Repeat Customers Each Year (Retention)

  - by spazzie

  I've been working on this and I don't think I'm doing it right. |D Our database doesn't keep track of how many customers we retain so we looked for an alternate method. It's outlined in this article. It suggests you have this table to fill in: Year Number of Customers Number of customers Retained in 2009 Percent (%) Retained in 2009 Number of customers Retained in 2010 Percent (%) Retained in 2010 .... 2008 2009 2010 2011 2012 Total The table would go out to 2012 in the headers. I'm just saving space. It tells you to find the total number of customers you had in your starting year. To do this, I used this query since our starting year is 2008: select YEAR(OrderDate) as 'Year', COUNT(distinct(billemail)) as Customers from dbo.tblOrder where OrderDate >= '2008-01-01' and OrderDate <= '2008-12-31' group by YEAR(OrderDate) At the moment we just differentiate our customers by email address. Then you have to search for the same names of customers who purchased again in later years (ours are 2009, 10, 11, and 12). I came up with this. It should find people who purchased in both 2008 and 2009. SELECT YEAR(OrderDate) as 'Year',COUNT(distinct(billemail)) as Customers FROM dbo.tblOrder o with (nolock) WHERE o.BillEmail IN (SELECT DISTINCT o1.BillEmail FROM dbo.tblOrder o1 with (nolock) WHERE o1.OrderDate BETWEEN '2008-1-1' AND '2009-1-1') AND o.BillEmail IN (SELECT DISTINCT o2.BillEmail FROM dbo.tblOrder o2 with (nolock) WHERE o2.OrderDate BETWEEN '2009-1-1' AND '2010-1-1') --AND o.OrderDate BETWEEN '2008-1-1' AND '2013-1-1' AND o.BillEmail NOT LIKE '%@halloweencostumes.com' AND o.BillEmail NOT LIKE '' GROUP BY YEAR(OrderDate) So I'm just finding the customers who purchased in both those years. And then I'm doing an independent query to find those who purchased in 2008 and 2010, then 08 and 11, and then 08 and 12. This one finds 2008 and 2010 purchasers: SELECT YEAR(OrderDate) as 'Year',COUNT(distinct(billemail)) as Customers FROM dbo.tblOrder o with (nolock) WHERE o.BillEmail IN (SELECT DISTINCT o1.BillEmail FROM dbo.tblOrder o1 with (nolock) WHERE o1.OrderDate BETWEEN '2008-1-1' AND '2009-1-1') AND o.BillEmail IN (SELECT DISTINCT o2.BillEmail FROM dbo.tblOrder o2 with (nolock) WHERE o2.OrderDate BETWEEN '2010-1-1' AND '2011-1-1') --AND o.OrderDate BETWEEN '2008-1-1' AND '2013-1-1' AND o.BillEmail NOT LIKE '%@halloweencostumes.com' AND o.BillEmail NOT LIKE '' GROUP BY YEAR(OrderDate) So you see I have a different query for each year comparison. They're all unrelated. So in the end I'm just finding people who bought in 2008 and 2009, and then a potentially different group that bought in 2008 and 2010, and so on. For this to be accurate, do I have to use the same grouping of 2008 buyers each time? So they bought in 2009 and 2010 and 2011, and 2012? This is where I'm worried and not sure how to proceed or even find such data. Any advice would be appreciated! Thanks!

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• Offre d’emploi – Job Offer - Montreal

  - by guybarrette

  I’m currently helping a client plan its management systems re-architecture and they are looking to hire a full time .NET developer.  It’s a small 70 people company located in the Old Montreal, you’ll be the sole dev there and you’ll use the latest technologies in re writing their core systems. Here’s the job offer in French: Concepteur de logiciel et programmeur-analyste .NET chevronné (poste permanent à temps plein) Employeur : Traductions Serge Bélair inc. Ville : Montreal QC TRSB, cabinet de traduction en croissance rapide regroupant à l’interne une des équipes de professionnels les plus compétentes et les plus diversifiées du secteur de la traduction au Canada, désire combler le poste de : Le concepteur de logiciel et programmeur-analyste .Net sera responsable de la conception, du développement complet et de l’implantation d’une solution clés en main personnalisée pour répondre aux besoins de l’entreprise. Il réalisera la conception, la programmation, la documentation, les tests, le dépannage et la maintenance du nouveau système de gestion des opérations de l’entreprise utilisant des bases de données et offrant une grande souplesse pour la production de rapports. S’il est nécessaire de faire appel à des fournisseurs ou à des consultants pour la réalisation du projet, il sera responsable de trouver les ressources requises, devra assurer les communications avec ces ressources et voir à l’exécution du travail. Il sera également appelé à mettre à jour et à maintenir les applications actuellement utilisées dans l’entreprise jusqu’à ce que l’application développée puisse être utilisée. Les principales tâches du concepteur et programmeur-analyste chevronné recherché seront les suivantes : Concevoir et développer un nouveau système de gestion des opérations en fonction des besoins d’exploitation de l’entreprise Trouver les ressources externes et internes requises Assurer les communications et le suivi avec des fournisseurs externes (p. ex., programmeurs, analystes ou architectes) Assumer la responsabilité de la mise en place du nouveau système de gestion des opérations Résoudre les problèmes liés au nouveau système de gestion des opérations Assurer le soutien les soirs de semaine et la fin de semaine (au besoin), principalement avec des outils de travail à distance Maintenir la documentation du système de gestion des opérations à jour Exécuter d’autres tâches connexes Exigences Baccalauréat en informatique ou l’équivalent Au moins 5 années d’expérience pertinente 2 ans et plus d'expérience en programmation C# Excellente connaissance en programmation d’applications Web avec bases de données Excellente connaissance en méthodologie structurée de développement et des techniques de programmation itératives Habiletés à procéder à la récolte d’informations ainsi que la rédaction de documents d’analyse Spécialisations techniques Essentielle - Design et programmation orientée objet avec C#, ASP.NET, .NET Framework 3.5, AJAX Importante - Silverlight 3, WCF, LINQ, SQL Server, Team Foundation Server Atout - Entity Framework, MVC, jQuery, MySQL, QuickBooks, Suite d’outils Telerik Technologies utilisées C# 4.0, Visual Studio 2010, Team Foundation Server 2010, LINQ, ASP.NET, ASP.NET MVC, jQuery, WCF, Silverlight 4, SQL Server 2008, MySQL, QuickBooks, Suite d’outils Telerik Qualités recherchées Bilinguisme oral et écrit Sens élevé des responsabilités Autonomie Sens de l’initiative Volonté de dépassement Leadership et aptitudes à la prise de décisions Motivation élevée Minutie et souci du détail Bon sens de l’organisation Souplesse et bonne capacité d’adaptation au changement Une expérience antérieure du développement de logiciel avec flux de processus et modules de facturation, de l’établissement de ponts entre des bases de données de types différents (Quickbooks et SQL p. ex.) et des outils d’aide à la traduction serait un atout important. Excellentes conditions de travail : salaire et avantages sociaux très concurrentiels, milieu de travail stimulant dans un environnement agréable, dans le Vieux-Montréal. Faire parvenir votre CV et votre lettre de motivation à [email protected] TRSB 276, rue Saint-Jacques, bureau 900 Montréal (Québec) H2Y 1N3 L’usage du générique masculin a pour seul but d’alléger le texte et d’en faciliter la lecture. var addthis_pub="guybarrette";

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• MS SQL - Problem running SQL Server Agent Job via service account credentials

  - by molecule

  There are 5 steps in this job. First job is an SSIS Package store, second to fifth are file system jobs. We configured all jobs to use Windows Authentication. Under Run As, we specified a user account which was created under SecurityCredentials and SQL Server AgentProxiesSSIS Package execution. The job runs without any problems with this user account. We then proceeded to configure the job to use a service account instead. Service account was specified under SecurityCredentials and SQL Server AgentProxiesSSIS Package Execution. The job fails with this error. Executed as user: domain\serviceaccount. ....00 for 32-bit Copyright (C) Microsoft Corp 1984-2005. All rights reserved. Started: 3:37:57 PM Error: 2010-03-09 15:37:57.95 Code: 0xC0016016 Source: Description: Failed to decrypt protected XML node "DTS:Password" with error 0x8009000B "Key not valid for use in specified state.". You may not be authorized to access this information. This error occurs when there is a cryptographic error. Verify that the correct key is available. End Error Error: 2010-03-09 15:38:01.19 Code: 0xC0047062 Source: Get CONT_VIEW_LADDER in latest 45days OracleFMDatabase [1] Description: System.Data.OracleClient.OracleException: ORA-01005: null password given; logon denied at System.Data.OracleClient.OracleException.Check(OciErrorHandle errorHandle, Int32 rc) at System.Data.OracleClient.OracleInternalConnection.OpenOnLocalTransaction(String userName, String password, String serverName, Boo... The package execution fa... The step failed. Based on some research, I then go into MS Visual Studio and Open the project. I change the property of the package security from "EncryptSensitiveWithUserKey" to "DontSaveSensitive" but i still get the above error. I am new to this so any help will be very much appreciated. Thanks in advance

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• Don't see job schedule added by sp_add_jobschedule in SQL Mgmt UI

  - by Ariel

  I'm running a script like below on a SQL Server box and, even though it finishes correctly, then when, on SQL Mgmt UI, I right click on that job's properties, go to Schedules, I cannot see the schedule just added... what am I missing? (I'm using the right job_name param, etc) thanks! BEGIN TRY BEGIN TRAN EXEC msdb.dbo.sp_add_jobschedule @job_name = 'Job name', @name=N'Job schedule name', @enabled = 0, @freq_type=1, @active_start_date=20100525, @active_start_time=60000 COMMIT TRAN END TRY BEGIN CATCH SELECT ERROR_Message(), ERROR_Line(); ROLLBACK TRAN END CATCH

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• IBM Tivoli Network Manager IP Edition - Job does not run

  - by Thorsten Niehues

  Since our network discovery takes too long I tried to split the biggest job into two parts. The two parts use the same Perl script but have a different scope. I copied a Job (Agent) doing the following: Copied the .agnt file Copied the associated perl script The problem is that one or the other job (changes randomly) does not run. The Disco Process will fail eventually. In the log of the job which does not run I see the following error message: Wed Jul 18 08:48:54 2012 Warning: Failed to send on transport layer found in file CRivObjSockClient.cc at line 1293 - Client My_MacTable_Cis is not connected to service Helper How do I fix this problem?

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• Deleting jobs from Job History on Xerox Workcentre Pro 123

  - by JPaget

  How do you delete one or more fax jobs from the Job History on a Xerox Workcentre Pro 123? The Xerox Workcentre Pro 123 is a combination copier, printer, scanner and fax machine, and it keeps a history of the numbers dialed for sending faxes, including any long distance access codes that were dialed. In order to keep these access codes private, I'd like to remove these jobs from the job history, or alternatively clear the entire job history. Unfortunately the User Guide and the Quick Reference Guide don't explain how to do this.

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• Don't see job schedule in SQL Mgmt UI added by sp_add_jobschedule

  - by Ariel

  I'm running a script like below on a SQL Server box and, even though it finishes correctly, then when, on SQL Mgmt UI, I right click on that job's properties, go to Schedules, I cannot see the schedule just added... what am I missing? (I'm using the right job_name param, etc) thanks! BEGIN TRY BEGIN TRAN EXEC msdb.dbo.sp_add_jobschedule @job_name = 'Job name', @name=N'Job schedule name', @enabled = 0, @freq_type=1, @active_start_date=20100525, @active_start_time=60000 COMMIT TRAN END TRY BEGIN CATCH SELECT ERROR_Message(), ERROR_Line(); ROLLBACK TRAN END CATCH

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• TORQUE: Find out why the job is queued?

  - by ahmad

  Under TORQUE-MAUI job scheduling system, there are several reasons to have a job stayed in Q state. Those that I know are: There are not enough resource to run the Queued job. The user is not allowed to have further running jobs. The user is not allowed to have further computation cores. Is there any other reason to have the queued job? Further information: I am asking the question because I have couple of queued jobs while some nodes are free, pbs_mom is on on them, and mauid limitations are generously large. Thanks in advance.

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