Recently, there is a particularly popular word- internal scrolling . In fact, Android internal scrolling is not a day or two.
As the first post-90s generation, I was fortunate to have experienced the whole process of Android from its prosperity to "decline". I still remember that when I was looking for a job in 2014, I could have about 10 interviews a week. In 16 years, the dissonant but realistic voice of " No one wants Android development " appeared .
When I switched jobs in 17 years, I found my classmates or friends to recommend most of the well-known companies in Beijing, but received very few interview notices. Thanks to a lot of preparation work before the interview, I can get a fairly satisfactory offer in a few interviews .
In fact, Android's battle has been very fierce. If you can't learn or think, it may be eliminated by the industry in the future or even in the past. Now most interviewers' requirements for candidates have gradually transitioned from "proficient" to "independent" to "proficient" requirements .
Please forgive me for using the profound but bloody word "mastery". The sudden epidemic in 2020 has added a bit of catalyst to the already intensified involution. Many candidates in the interview in the first half of this year were forced to join the army of job seekers due to the epidemic. ——The fierce cold wind blows up, and the clouds float miserably.
Does nobody really want Android?
There is still a considerable amount of demand for Android, otherwise I will not be from February to October. It's just that the requirements of Android have changed, and candidates are no longer required to be proficient in using various APIs or familiar with certain third-party libraries. Rather, I hope that candidates have the ability to solve problems. The strength of technology depends not only on the amount of information, but more importantly, on mastering the methodology for solving problems.
Interview test-oriented
Now the two stages that programmers must go through when looking for a job are writing questions and reading experience . Candidates do not brush a few algorithms or review a few classic questions, and the interview always feels bottomless. The interviewer does not ask a few algorithms or tricky questions to feel that he is unprofessional. It is precisely because of the "tacit cooperation" between the interviewer and the candidate that the interview is now more and more like an exam, and this kind of test-oriented judgment standard is very worthy of doubt and reflection.
people oriented
In fact, the candidate's previous company is the best interviewer. People's personality, study habits, and problem-solving abilities generally do not cause too many differences with changes in the environment.
If the candidate has solved some problems, and has thought and acted in the process of solving the problems, then I believe that the candidate will still think and explore after entering the job, and may become a pillar in a certain direction in the future . When encountering such a candidate, I generally highly recommend entering the next round of interviews.
If there is no relevant embodiment, then you can see what technical content the candidate will know and to what extent. Relatively speaking, in a less friendly interview, the interviewer only asks some questions in his field.
In order to avoid such a situation, I sometimes asked the candidate at the end of the interview to find out if there is any content that he/she is good at but I did not ask. Every serious candidate deserves to be treated sincerely. But since ancient times, sincerity has always been disappointed, and passion has always been hurt ruthlessly. The answer of most candidates is "nothing".
Why am I hung up?
With so many candidates, they can be roughly classified into several categories:
1. Be able to take the rhythm, let the interviewer follow you
2. Thinking can correspond to the interviewer
3. Need tips and guidance
4. Don't know
5. "It's just xxxx is fine?" "Can be detailed Decide on the plan?" "… (give up after meditation)"
Most of the candidates I met are between 2 and 4. If I interview, there are forgotten content and knowledge blind spots can be understood, but if the interview fails, then there is a high probability that the content on the resume did not answer well.
Lao Jifu, ambition for thousands of miles
The hair and age of programmers have always been ridiculed topics .
From when I was in college, there have been rumors on the Internet that the programmer’s career will end at the age of 30. However, with the advancing of the mobile Internet wave, this age limit has been relaxed by netizens to 35 years old, which also reflects the progress of the times.
In fact, there is no age limit for programmers, but there is an inequality between age and technology. The 35-year-old architect is in his prime, but the 35-year-old senior engineer is already a hero. Therefore, everyone has to continue to work hard before Beijing's stall economy is liberalized.
Finally, here I also share a piece of dry goods, the Android learning PDF + architecture video + source notes collected by the big guys , as well as advanced architecture technology advanced brain maps, Android development interview special materials, advanced advanced architecture materials to help you learn Improve the advanced level, and save everyone's time to search for information on the Internet to learn, and you can also share with friends around you to learn together.
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