參考答案
On its surface, this question looks like a softball. But it can be a potential trap -- even when the person asking it doesn't intend it as such -- for two reasons. Firstly, you are often highly limited in how you can answer. Since the interviewers almost certainly have your resume, they know where any event you reference likely occurred. Ethically, however, you need to keep your current employer's sensitive information private. It is absolutely critical to remember this: Never give away proprietary information, divulge anything damaging or sensitive, or otherwise provide any details your organization wouldn't want you to share. It's OK to talk about generic issues in the abstract, but always afford your current employer the same respect for privacy that this employer would expect from you. Secondly, recognize that the incident response process at your current firm might not be universally optimal. While some organizations have reasons for doing things in certain ways, they might not align with incident response best practices, and the same processes could be inefficient or problematic elsewhere. It's, therefore, important to talk not just about how you worked a particular issue, but also about how and where you think it's possible to improve or streamline existing processes. Again, don't give away specific, proprietary or sensitive details, and never bad-mouth a past or current employer. Rather, use broad strokes to describe how -- in a perfect world -- you might do things differently or suggest improvements. Depending on the type of issue and its sensitivity, you might need to punt on this question. If you need to do so, tell the interviewers why -- e.g., confidentiality, ethical considerations, etc. -- and offer to relate the details of another past incident that wasn't quite as sensitive. Sensible employers should understand and recognize your discretion as valuable since it's how they'd expect employees to treat them, too.
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