As a veteran fried dough stick in the workplace, I have interviewed more than 10 times (I change jobs relatively rarely). I have never failed in an interview for more than ten years. Of course, it may be related to the company I interviewed for. After leaving Microsoft and returning to second-tier cities, I have been working in some "non-large companies". As a technical manager, I also said that there are thousands of people.
Let me tell you some non-technical interview experience. I believe my experience will be of great help to you .
1. Don't give him a chance to ask questions
Don't give him a chance to ask questions . This is the core reason why I have never failed in an interview for more than 10 years. As an interviewer, after you start to introduce yourself, don't stop, immediately reveal your core competence, and then let the interviewer be interested to continue listening to you.
- The key projects you have participated in (cases), the open source projects you maintain, and the award-winning experience (must have gold content, don’t say if you don’t)
- Technical expertise that is significantly higher than your working years, so be sure to develop a technical expertise
Then talk about your technical expertise around recruitment information and recruitment goals! Explain all the deepest technical abilities you have at the very beginning. If the project or technical expertise you are involved in does have a certain amount of gold, the interviewer has already been counseled to a large extent. He may even give up technical questions and answers to the bottom of the question, or give up technical questions and talk about project experience with you, because he will feel that his question is too low.
This is the most critical one to improve the success rate of interviews, but not everyone can master it. It requires intensive work to accumulate precipitation. Once the initial presentation of your interview fails to impress the interviewer and fails to defeat his psychological defenses technically, you will have to face his endless "detailed questions and answers" . People's energy and knowledge are limited. The interviewer It is to take his own knowledge and let you find a needle in a haystack to match him. If you keep asking, you will always ask questions that you can't answer or questions that you can't answer well. Therefore, it is best to knock down the interviewer’s psychological defenses technically at the beginning of the interview. This is especially useful for companies that are interviewing "unknown vendors".
2. Don't write about unfamiliar technology
Many people list a lot of skills on their resumes, and in the end the gains outweigh the losses. The interviewer will ask questions based on your resume to a large extent. If you list a lot of skills that you are not familiar with, it is easy to be "technically knocked down".
I once interviewed a young partner who just graduated. He interviewed a java engineer and was successfully admitted. I was very impressed. The technical part of his resume was very simple: solid basic knowledge of java and proficient in concurrent programming . And he was very honest when he just graduated, and he didn't write any project experience. He told me that all the toy projects he developed in school were not able to get it. I agree with this. So I can only ask questions from the perspective of java concurrent programming, and it is indeed well-deserved. There are questions and answers about java concurrent programming, in-depth and detailed, and there is a way. It's far better than those interviewers who have mastered every skill from a training institution. Later, I asked him how he prepared for the interview. He found 3 books on java concurrent and asynchronous programming and 3 java concurrent programming video courses on the Internet. In my junior year, I read the book many times and the video twice. This is enough. He has a deeper understanding of concurrent programming than many veteran programmers who have worked for three or four years . This of course can be the reason for his success in the interview, and the preparation for the interview is more effective than casting a net on a large scale.
3. Express your understanding and interest in the interview company
When I was interviewing, I used to go online to get a clear understanding of the company, including what the company does, its position in the industry, what products it has, and so on. Then based on these content, praise and praise the company in the interview, hahahaha! When you express interest in the interviewing company, you are relatively easy to get admitted. Because from the psychological aspect of recruiters, he hopes to find an employee with a stable job and a low turnover rate. Generally speaking, companies are three things: use people and cultivate people, and then keep people. In the psychology of recruiters, interest in the company reflects the possibility of cultivating and retaining people in the future.
Is programming difficult? It's not difficult to tell the truth, especially for industry application programming. The hard part is gaining experience. When you get experience, you leave. This is a pain for many companies. So if you can give the interviewer a little reassurance in this regard, the success rate will be much higher. But it is important to avoid overcorrection, and never express a servile attitude and promise that you will not leave your job within a few years. One is that no one believes it and is not binding, and the other is that interviewers will start to doubt your abilities.
Fourth, analyze the interviewer's psychology
As an interviewer, we must first understand the interviewer's psychology. If you are an interviewer, what are you actually doing during the interview?
- I want to find someone with strong technical ability who can share the burden of the team after joining the work
- I want to find a person with special experience in a certain industry or profession to provide empirical assistance for the project we are developing
- I want to find a person who works hard and blames wherever he goes, to share the basic work of the team
- I want to find someone who is active in the team atmosphere, so that the team can keep in shape during long hours of boring work
Each interviewer’s psychology is different, and his interview angle will be different. So you need to obtain the psychological information of the interviewer in the initial dialogue between the recruitment information and the interviewer, and use this information, which will be of great help to your success in the interview.
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