Today, what is mainly involved is what routines HR has in the interview, so that you can see the tricks and win the offer!
Mainly include the following:
1. During the programmer interview process, what information does the interviewer want from "self-introduction"?
Second, how to extract the essence of the resume? How do you reflect your soft skills in communication?
3. How to explain the flaws in the resume?
4. What non-technical questions do HR usually like to ask? What is behind these questions? how to respond?
1. What information does the interviewer want from the "self-introduction"
Self-introduction is an essential but also very important part of the interview. If you want to achieve the best results in this part, you must first know what information the interviewer wants to know through your self-introduction.
Let's first talk about what HR asks candidates to do "self-introduction" when interviewing.
A lot of candidates aren't ready to sell themselves, you might think I delivered a perfect resume with a nice and clean outfit, but as long as you can't prove you're the job The best candidate, your previous efforts will become a bamboo basket to draw water.
"Introduce yourself" is an introductory question in the HR recruiting field, usually at the beginning of an interview with "Please introduce yourself within three minutes."
You can only successfully market yourself in interviews if you analyze yourself thoroughly and truly understand yourself. Highlight the best part of you, the part that best fits the interview position, or the most successful project. If your interview is bland and lacks highlights, it will undermine the interviewer's interest in you.
Please remember the following questions and record your answers. These are mentioned in the self-introduction so that the interviewer will get to know you in the shortest possible time.
What are my most prominent skills;
Where do I have the most comprehensive knowledge?
What is the greatest strength of my character;
What am I best at;
What are my achievements and contributions;
In addition, HR also wants to hear whether candidates can evaluate themselves objectively, whether there is a discrepancy between their descriptions and resumes, and also assessing your language organization and expression skills, whether they are confident, fluent, and organized in presentations own work experience. They don't read papers, they prefer to have a one-on-one verbal communication with candidates.
There are a few things that are very taboo in self-introduction
1. Vague expressions that do not reflect specific achievements
If you can have a good summary ability, you can integrate your work experience into an excellent speech. However, your answer mentions too many things that are not related to the company or work, and this will deduct points.
What you said is not what HR wants to hear, and you don't mention what he wants to hear, and the scene will be very embarrassing. Some impatient interviewers will even interrupt your self-introduction to ask him what he is interested in. Such behavior will make you feel that the HR is so unfriendly.
2. Lack of enthusiasm
If you are not interested in the interview process at all and are not enthusiastic, HR will think that your interest in this position is very low.
3. Too nervous
Many candidates can tap the keyboard to spark when coding, but they start to stutter when faced with a beautiful HR. Not only will you fail to interview well, but HR may sloppily end the interview early.
4. Be smart
Some candidates think they are smart and will ask HR questions first: "What do you want to know", "What do you want me to talk about", etc. All the interviewer needs to know is your work experience, your strengths ,Education background.
No matter what question HR asks, it will not escape these aspects in the end. Why don't you sort it out yourself and then give a good answer.
5. Lack of eye contact
HR will think that you are not confident enough, and answering questions with blinking eyes is likely to question the authenticity of the content. If HR looks beautiful, why don't you take a second look?
To sum up, say your greatest advantage in the shortest time, and be logical. Don't use it all the time, ah, then these words, it is best to prepare in advance, and it is best to memorize them.
Second, how to extract the essence of the resume
1. STAR Rule
Situation, task, action, result
Here is an introduction to the evaluation principles that many HR, including interviewers, use in interviews. That is, under what circumstances, what tasks were arranged, what actions were taken, and what was the final result. This is also the way we often use when writing resumes.
For example, the resume of a candidate on the 100offer platform is very typical to write according to this principle, let's take a look
1) Background:
In order to solve the collection of unified rules in each business line of Rural X Treasure, facilitate the reference and modification of rules by each business line, and provide a simple page that can be configured for operation, assist development to complete the customized configuration of business rules, liberate development effort, and speed up business iterations, etc. A set of underlying service framework for rules is hereby developed.
2) Content:
Rule management system: mainly responsible for the configuration of basic functions such as adding, deleting, modifying and checking rules, and exposing the RPC service interface;
Rule engine system: mainly responsible for rule calculation, thread pool allocation, engine template, etc.;
Rule Governance Center: mainly responsible for the writing of the visual interface of the rules, the conditional translation configuration of the rules, etc.;
3) Operation:
The cluster QPS is 1080, RT is 30ms, 9 services are connected, and 416 execution rules are created. Many complex design points are designed in each system, which are independently deployed and referenced.
This is a very typical STAR notation. What kind of project is this, why do you want to do this project, what work the candidate has done in it, and how the project is running in the end, the interviewer can see at a glance.
Such a project experience can be said to be very clear. But this is the content of your resume, you can't write it word-for-word, so we need to make some articles here, so that everything is so natural when you dictate, but it is actually carefully designed.
We need to add some difficulties and technical difficulties encountered at that time in the description of our work content.
For example, you can say:
"What kind of problem did I encounter when I was working on a module at that time, I had never experienced it before, and I felt very powerless. Everyone was working overtime and busy with their work content, and there was no time to help me solve this problem. The project was very rushed, I can only bite the bullet by myself (or similar needs to communicate across departments to advance the project process, no one cooperates with such issues)"
stop! At this point, we will make a foreshadowing. After that, what you need to say is how to solve this problem. Whether it is solved with the assistance of others, or solved by yourself, you must say whether it is successful or not.
for example:
" At that time, I searched a lot of information from the Internet, and I kept trying. Sometimes I really couldn't figure it out, I would take my colleagues to have lunch or dinner together, and use everyone's free time to talk about the problems encountered, and see if they have any questions. Good solution. In the end, I solved the problem after trying several times by myself through the ideas provided by my colleagues and some methods on the Internet."
OK, at this point we told the interviewer about the problems we encountered and how we solved it. It was so natural and smooth that it was perfect. But do you think it's over? not at all!
And the last step is also a very important step, and it is also a step that most people will not pay attention to! That is replay.
You can continue with the topic of solving the problem above and then say:
"After the project ended, I went to check the difficulties I encountered at the time, and under what conditions would the problem be triggered again, I understood the principle, and felt that it could be solved in another or even multiple ways, and the final effect was the same. In the same way, some methods will be more efficient, I think it is very interesting, and now I will definitely not be afraid to encounter them again, and I still feel a sense of accomplishment when I think about them now."
Such a project introduction made HR feel that you encountered an extremely difficult problem at that time, but a series of actions by yourself solved the problem. It's not enough to solve it, and I also draw inferences from other facts and have a windfall. That's a plus!
Compared with the interviewer asking one question and you answering one sentence, it is clear at a glance which effect is better between a toothpaste-squeezed interview and an interview with a very simple description. At the same time, you also reflect your self-learning ability, ability to withstand pressure, and sense of responsibility.
2. Structured description
The interview is a very wasteful job. The interviewer is really tired from morning to night. When you are making an introduction, you can introduce your work content with a very clear structure. The interviewer is very comfortable and concise.
You can let HR seize your advantages in a short time, and make records to ask targeted questions. Compared with other interviews on this day, this interview is the most impressive!
If you give an account-based introduction in the interview and the logic is very confusing, the interviewer will also need to read and comprehend from your description, listen carefully and refine the key points.
For example: You said that you are very smart. I won an award in the ACM competition. I insisted on being the first to come to the company every morning for a year. I also organized a technical learning committee.
HR will feel... the amount of information is a bit messy, and he will need to record it and reorganize it.
If you can sort out the information in advance, it will be more structured and clearer than the previous description.
For example: I am smarter, ACM has won awards. In addition, he is very hardworking and insists on being the first to the company every day for a year. In addition, there is a certain organizational ability. The technical training of the company is organized by me.
The content of HR records is likely to be: there are three advantages, smart, hard-working, and strong organizational skills, each of which has an example to prove it.
3. Mining valuable content
In addition to the most important content of work experience, we also need to mine valuable content on our resume, such as academic qualifications. If you are 985/211, don't be stingy about saying your school from your mouth. If you are still a computer major, this is definitely a plus for you.
In addition to academic qualifications, there are companies. Some companies are already well-known in the Internet industry, but some companies are not well-known, very low-key but have made very good results in the industry.
At this time, you need to introduce the status of the company's core products in the industry, especially who are the more well-known products of the same kind. In this way, HR can immediately know that there is a product of the target company, and it will be easy to understand.
Some people go overboard with the bio section. Nowadays, many people's resumes are written with character and uniqueness, but in fact, these contents are not the focus of resumes. In addition to the awards you have won in a certain competition and the company's internal evaluation awards, you can focus on introducing other personal characteristics, hobbies, and what you do in your spare time. Just mention it briefly.
It doesn't take long to describe these things. HR won't decide to offer you just because you like swimming or running, right?
The above is to teach you how to extract the essence of your resume when introducing projects and self-introduction, and describe it to the interviewer in an appropriate way. You can see if there is anything you can modify or add to your resume, so that you can There is better content to say.
3. How to explain the flaws in the resume?
1. Frequent job hopping
Now in the Internet industry, the frequency of hopping once a year is relatively stable, but if you have changed jobs many times in a year, HR will definitely ask you, can you tell me why you have changed jobs many times in a year? HR will doubt your stability.
If you don't say why, how can I dare to hire you, how can I prove that you can be stable after joining our company?
First of all, we once again strongly appeal to every candidate to be responsible for their own job-hopping decisions, and to consider them comprehensively and clearly. It is not recommended to falsify the resume and combine the time of the inaugural company.
It's possible that your resume stability looks good, but it's hiding something. Every resignation will expose many problems. You dare not face these problems, and in the end, you will have nowhere to go.
If you say that the first company is due to the incompatibility with the team, the second company is because the company is too far away, and the third company leaves because there is not enough money, HR will think that if the team is not compatible, will it mean that you cannot integrate into the company culture? Can't get along well with colleagues?
The company is too far away, so won't you check the route yourself before you decide to accept the offer? Do you feel that the company is too far away after taking such a long class? If the money is not given in place, you will accept the offer if it is not given in place? Is it too irresponsible to make a job-hopping decision so easily, and it is also irresponsible to the company.
Therefore, 100offer suggests that it is best to prepare how to answer this kind of question before the interview, and the direction of the answer should be relatively positive. Remember not to complain about your previous company and your previous boss during the interview.
Even if you have had a heated negotiation in the company before, sometimes you have to learn to express it euphemistically, but don't arbitrarily throw the blame on your ex-boss.
Generally I would recommend candidates answer this question like this:
"The former boss has really good technical skills, but he is reluctant to share. Usually we organize technical sharing sessions, and he only comes over occasionally to listen to him and has never been a lecturer."
Of course, this is not a standard answer, but remember that the answer to this kind of question should not be blamed, don't complain, and describe the facts objectively, and use less harsh negative words. Avoid HR interviews that label you negative.
2. Window period
For some candidates who choose to resign, whether they choose to travel to relax or handle household chores after resignation is no problem. But you also need to understand that HR sees these things from his perspective and needs to ask clearly.
Or some candidates will choose to resign for the purpose of changing careers, and they spend 3 months or more on their own training at home behind closed doors.
HR is not a harsh one. You have to be 100% seamless in every experience, so why didn't you connect during this blank period? What did they all do? It's OK to explain.
3. Personal Entrepreneurship
Another situation is to quit your job and start a business with a friend. There is a small detail here, that is, assuming that your previous background is very good, a senior programmer of an excellent Internet/IT company, is attracted by the business model of a good friend, and your title suddenly becomes a "technical person in charge" or "CTO" , you have to deal with this issue with a normal mind.
It's not that your technical ability has really reached this level, but that you are the first programmer in the company's establishment. This title is not given to you, but to whom? So here I want to explain to you that it is not that after your title becomes the CTO, the next company must also look at the position of the CTO or the position of the technical manager.
After returning to the market, you are still the same you. Don't let HR think that you are too ambitious to start a business. If you show an attitude that is not humble enough, can such a small temple still accommodate you as a Buddha?
In fact, HR is more interested in your entrepreneurial experience and asks why you wanted to start a business at that time, whether you would quit your job to start a business if you have a good idea, how stable are you, how long can you stay with us, and you will love us here a job? So after knowing what HR is thinking, do you know how to answer HR?
4. What non-technical questions do HR usually like to ask? What is behind these questions? how to respond?
First of all, there are few HRs who understand technology in this industry. Naturally, HR should focus on content other than technology. The top-ranked questions in the interview are called "behavioral questions", which are to ask the candidates who have participated in some specific activities to understand some characteristics of this person's work, his ability level and quality status.
This point has been taught in the previous question to use the STAR method to organize your past experience and describe it to the interviewer in a structured way. In addition to these kinds of problems, 100offer will teach you to identify the routines in other HR problems.
1. Virtual Scenario Problems
The background of HR asking such questions is likely to be encountered by the company or department now, and HR will examine how candidates will do in actual operations in the future from such questions. It is very likely that it depends on how you dealt with it before.
Whether this type of approach is suitable for the company to apply in the future. Will use the principles of STAR mentioned earlier to see if your answers meet their expectations.
Assuming that the company you are interviewing is currently in the early stage of startup, and the project changes frequently due to the uncertainty of direction, HR may ask something like "Do you like to have a certain direction to do things or can you adapt according to the actual situation?"
In this way, he can understand which type of work mode your heart is more inclined to, and based on your answer, he can know whether you accept or resist your mentality in the face of project changes.
The answer to this kind of question is suggested to start from your heart, and try not to say anything against your heart, because it is very likely that you will deceive yourself in order to pass the interview, and when you are in the real job, you will find that the situation is completely different from what you expected, and negative emotions at work will eventually appear. Short-term resignation.
2. Stress Test Questions
Stress test questions are usually used to correspond to some positions with relatively high stress resistance. Stress tests are used by interviewers to pry you on how you would respond under pressure, tension, and discomfort.
At this time, the self-protection consciousness of human beings is often very obvious, so the real side is generally revealed. At the same time, it will be combined with motivational questions. HR especially likes this combo because it works really well.
Under what circumstances are stressful questions asked? Questioning about a certain type of event in your past (behavioral interview method BEI)
For example, when asked about your most fulfilling project and the answer is good (I have taught you before), HR will ask, can you talk about the most failed project or experience? These types of questions are usually asked in the "most memorable/most successful/most unsuccessful...
This method can make the candidate very uncomfortable and feel tortured by torture, but it is often possible to test whether you are lying in such a situation. Because generally a lie needs 3-5 sentences to tell a lie, if you make up a story, the more you tell it, the more holes you have.
There is also a situation where a stress interview is used. Your resume is very good, and the general interviewer can't hold you and think that it is not difficult for you to ask some questions. There may be a stress test to see your response.
In fact, they want to control the rhythm of the interview and not be led away by you.
The feedback from some candidates to our consultants after the interview is, oh my, the interviewer in that company doesn't seem to be easy to get along with. I don't know what he was thinking, and I felt that I didn't perform well in the interview.
More extreme, because the technical questions asked by the interviewer and the candidates were directly confronted on the spot, the results can be imagined.
How can we distinguish in such a situation? In fact, in my opinion, there is no need to understand what is a stress test and what is not. Soldiers will block water and earth, face the entire interview with a calm mind, and answer questions in a timely and orderly manner.
But there are still some suggestions for this kind of question, that is, when you feel that a certain question is difficult for you to handle or does not make sense, you can immediately ask it back.
For example, when the interviewer says:
"Our department needs to catch up with the progress of the recent project, if you come, you will often work overtime"
If you really cannot accept overtime at this time, then tell the truth. It is not ruled out that this is a stress test, so you can immediately ask:
"Do you often work overtime? How often does the company work overtime?"
When you ask this question, you can also know how the company works overtime? Is it a rush project or a hard and fast rule? In this way, when the interviewer receives your question, he will begin to explain what the overtime intensity he defines is. After you hear it clearly, you can judge whether it is acceptable or not according to your own situation, and you can subtly resolve this problem.
Finally, you can also say this, and the interviewer can make a corresponding judgment after hearing it.
"I have some ideas about this overtime work. It is normal to work overtime on projects. I am very supportive and hope to see the project go online as soon as possible. However, if the daily work can be completed on time, it is necessary to work overtime, which is not suitable."
There are also class problems:
"You had a good relationship with the boss and colleagues before, and the company's benefits were also good, so why did you leave? Do you think the money is too little?"
This is a combination of HR through motivation and pressure. What do they want to confirm? First, your real reason for leaving, and use salary and benefits to test whether it is one of the most important reasons for you, or it is not a salary issue, or there are other reasons.
I would suggest that everyone should be very clear about their motives for leaving. Whether you want to leave because of a quarrel with the boss, or because the company does not allow an office romance to complete the other half, you must find a reason that HR thinks is reasonable.
I have summed up a few points that you can choose to answer:
1) Answer truthfully. The interview needs to be very sincere. If you deceive the interviewer and find out the problem in the pre-employment background check, then sorry, you may be rejected by the employing company because of dishonesty.
2) The company's product projects have adjusted the direction, and the follow-up direction is different from its own planning. (It can’t be said that there are differences in technology. If you say that you will use some other technologies in the future, because you think there are differences, then the subtext is that you don’t want to learn new technologies?)
3) I have a lot of ideas that cannot be realized. The space provided by the team is too small, and there is no room for display (if you want to change the environment for promotion, you have to fly higher)
4) Answer according to your own situation (moved to a new home, the company is too far from the new home to accept, or hesitant to leave for personal family reasons, similar to the wife is about to give birth, want to ask for leave to accompany the childbirth. But the company does not approve leave, but resignation.)
The stress test also serves as a test of whether what the candidate says is true. This depends on whether the candidates' own answers are mixed with moisture.
3. Resilience issues
"Why is the manhole cover round?" There is no standard answer to this kind of question. He is more concerned about why you answer this way, and tell me what your reasons are. So how to judge this kind of adaptability problem?
In the process of thinking about this kind of problem, you will find that there is more than one possibility: because the sewers are round, so the manhole cover is round; because the round shape can be rolled, it is convenient to carry; because the round shape is beautiful... and so on.
So for this kind of question, you need to clarify the logic of your answer, say your answer and support it with your logic. This way HR will know where you are looking at the issue.
To sum up, these types of questions are commonly asked by HR: behavioral interview methods, virtual scenarios, stress tests, and adaptability questions.
4. Several other more common questions (with answer ideas)
Q: What is your plan in X years/what is your career plan/what kind of achievements do you think you can make in half a year?
HR focus: Are the company's development goals consistent with your personal long-term goals?
Some candidates seek space and platform for rapid growth, but the company is a very stable state, so how can you give you such space? Or you have been promoted to get a better title and salary after joining. Have your work goals and original intentions become completely different?
A: If you answer this kind of question just by repeating your work content, you will not be able to impress HR. Such an answer is too general, and many people’s answer will become nothing new.
First of all, this question will have a time span, and you need to understand how your development will be in this reasonable time span. For example, if you are doing development, your general ability has been achieved, and some relatively good core projects are involved. If it goes well, you can usually have a promotion process in 1-2 years. You can say this:
"First of all, you should do your job well. In addition, your advantages will be in the direction of big data, which is also what you are interested in. In the future development of the company, big data will play a very important role in business support. I combine theoretical personalities through actual combat. I want to take on more functions in my future work, and I want to be responsible for managing a team."
You have ambitions, you want to be a leader, you are optimistic about the company's development, and your own development can be parallel to the company's, and you can contribute to the company's business. These are your goals. This sends a very positive and targeted signal to HR.
Q: What was your worst failure/most humiliating event/biggest shortcoming?
HR’s focus of investigation: These types of questions all need to turn negative energy into positive answers. If you follow the answer and only say bad information, it is very likely that HR will continue to ask if you will be in the same situation. There is the same treatment - namely quitting. So you are taken into the pit.
A: You need to briefly introduce a case, tell the interviewer what kind of situation you encountered, your thoughts and status at that time. As soon as the conversation turns, you should talk about how you have changed in what way, and let HR know that your mentality and behavior have changed from negative energy to positive energy.
The interview method is basically understood, but the job is a place to see hard skills. Without good skills, it will not work if you fool the interviewer. Even if you get the offer by luck, you will still be called back when you are officially working. prototype.
So as a Java programmer, should you master those basic skills? The following are some knowledge points I have summarized based on my more than ten years of work experience. I believe that you can master these technologies and use them proficiently to know the underlying principles. Your offer is absolutely indispensable.
basic grammar
This includes the role of static, final, transient and other keywords, the principle of foreach loop, and so on. In today's interview, I asked you what the static keyword does. If you answer static modified variables and modified methods, I will think you are qualified. If you answer static blocks, I will think you are good. If you answer static inner classes, I will think you are very good. , I will be very satisfied with the static guide package, because I can see that you are very keen on researching technology.
gather
Very important and a must ask. Basically it is List, Map, Set. It asks about the underlying implementation principles of various implementation classes, and the advantages and disadvantages of implementation classes.
The collection needs to master the implementation principles of ArrayList, LinkedList, Hashtable, HashMap, ConcurrentHashMap, and HashSet. It is good to be able to answer fluently, of course, to master the CopyOnWrite container and Queue. In addition, one more thing, ConcurrentHashMap questions are asked a lot in the interview, probably because this class can derive a lot of questions. Regarding ConcurrentHashMap, I provide three answers or research directions for netizens and friends:
Lock Segmentation Technology of ConcurrentHashMap
Does the reading of ConcurrentHashMap need to be locked and why?
Is the iterator of ConcurrentHashMap a strongly consistent iterator or a weakly consistent iterator
Design Patterns
Of course, we can’t be so utilitarian. We learn for interviews. Design patterns are still very important and useful in our work. Among the 23 design patterns, we can focus on the ten or so commonly used ones. The questions and answers about design patterns in the interview are mainly three. directions:
What design patterns are used in your project and how to use them
Know the pros and cons of common design patterns
Can draw UML diagrams of common design patterns
Multithreading
This is also a must ask. Because of three years of work experience, I basically won't ask you how to implement multi-threading. I will ask in-depth questions such as the difference and connection between Thread and Runnable, what happens when a thread is started multiple times, and the status of the thread. Of course, this is only the most basic. Unexpectedly, the same question was asked almost at the same time in several interviews. The way of asking is different. It is summed up as follows:
If there are four threads Thread1, Thread2, ThreadD3, and Thread4 to count the sizes of the four disks C, D, E, and F respectively, and all the threads are counted and handed over to the Thread5 thread for summarization, how should it be implemented?
JDK source code
If you want to get a high salary, you must read the JDK source code. The above content may also be related to specific scenarios. The JDK source code is to see if you usually like to study. During the interview, I was asked a lot of questions about the JDK source code, and the most tricky one asked how the hashCode() method of String is implemented. Fortunately, I usually read a lot of String source code and gave a general answer. The JDK source code is actually nothing to sum up. It is purely based on the individual. Summarize the more important source code:
List, Map, Set implementation class source code
Source code of ReentrantLock, AQS
The implementation principle of AtomicInteger can mainly explain the CAS mechanism and how AtomicInteger is implemented using the CAS mechanism
Implementation principle of thread pool
Methods in the Object class and what each method does
frame
It's a commonplace, must-have question in an interview. Generally speaking, you will be asked about the framework used in your project, and then you will be given some scenarios to ask you how to use the framework. For example, I want to do something when Spring initializes the bean, and I want to do it when the bean is destroyed. How to do some things, the difference between $ and # in MyBatis, etc., these are more practical, and it is not a problem to accumulate well and learn the details of the use of the framework.
database
Nine times out of ten, the database will also ask. Some basics like the difference between union and union all, left join, several indexes and their differences will not be discussed. The more important thing is the optimization of database performance. Before the interview, take a day or two to prepare the content of SQL basics and SQL optimization.
But don't worry about the database. A company often has many departments. If you are not familiar with the database and the basic technology is very good, 90% of them will want you. It is estimated that you will be placed in a department that does not require very high database usage. Get some exercise.
Data Structure and Algorithm Analysis
Data structures and algorithm analysis, for a programmer, are better than bad and definitely come in handy at work. Arrays and linked lists are the foundation. Stacks and queues are a little deeper but not difficult. Trees are very important. The more important trees are AVL trees and red-black trees. What is the difference between balanced tree, AVL tree and red-black tree. I remember an interview, an interviewer and I talked about the index of the database, he asked me:
Do you know which data structure implementation is used for indexing?
Java Virtual Machine
Talk about the more important content in the Java virtual machine:
Java virtual machine memory layout
GC algorithm and several garbage collectors
Class loading mechanism, that is, the parent delegation model
Java memory model
happens-before rule
volatile keyword usage rules
This is only the most basic requirement for Java programmers. You can't work on basic programmers for a lifetime, so we will only go up slowly. The following is a systematic learning map of my collection. You can join me if you need to. Java architecture exchange and learning group: 650385180 , I will share the sorting and summary of years of work experience in the group, and lead everyone to comprehensively and scientifically establish their own technical system and technical awareness!
The following is a map of systematic learning in my collection, with a total of six topics:
Concurrent Programming Topics
Source Code Analysis Topics
Performance optimization team collaboration topic
Microservice Architecture Topics
Project actual combat topic
Distributed Architecture Topics
Summarize:
The above is what I am going to write today. I hope the above content can help Java programmers who are struggling silently, encountering bottle disease and don’t know what to do. There is only so much I can help you. If you want to study in depth, If you have mastered the system, you can add the above groups. I hope these knowledge points can help friends and partners who develop in this industry to spend less time looking for information in forums, blogs and other places, and spend limited time on learning.