Junior DBA questions, huh? You must have some truly great Senior DBAs or the DBAs that I've interviewed in the past (most claiming more than 7 years of experience) were worse than I thought. I've found very few, for example, that actually know what an LSN is and none that knew how it pertainned to Point-in-time restores. I've also found very few DBAs with enough hybrid skills to actually be able to run parts of a stored procedure that updates data without screwing the data up never mind troubleshooting it for performance.
Consider the level you're trying to hire for. Why should a Junior DBA know anything about how to backup SSAS, SSIS, or SSRS? Be happy if they happen to understand the database engine backups and can actually do a simple restore.
By the same token, I've worked with some great SYSTEM DBAs that actually knew very little about indexing. Certainly, they didn't know what INCLUDE did. But, they didn't actually need to... their job was to keep a hundred servers up and running and it was up do the Senior Developers to figure out the indexing.
What I'm trying to get at here is that I see (on other threads/forums) people saying things like what John said in this thread and want to warn that no set of questions are necessarily the right set of questions for a particular job or interview. Step 1 in hiring someone is to sit down and figure out what the hell it is that you actually want the person in that position to do and to what level you want them to do it. Then sit down a make a set of reasonable questions that will allow the candidate to demonstrate the knowledge the job needs. There should be some quesstions that allow the candidate to expound if they know more.
Never ask trick questions especially for a Junior positon. You're trying to find out if the candidate can do the job... not how much you think you know when it comes to oolies.
The sad part is that many interviewers don't even look at the job description (if there is one) and are grossly unprepared to interview someone in the right manner. Remember that the goal of an interview is to find someone that can actually do the job at the advertised level and that they have a decent attitude.