Abstract: Three golds and four silvers are the seasons when job seekers are eager to move, and it is also the season when companies are gearing up.
This year is the first gold three and silver four after the epidemic was opened. Therefore, many job seekers and companies are looking forward to it and attach great importance to it.
why would you say so? Because as a gold medal interviewer of the company, the number of referral resumes I received was much more than usual, let alone the resumes submitted by social recruiters. At the same time, as far as the overall environment is concerned, apart from the recent layoff news of a certain Centure, other major Internet companies are relatively stable and are also recovering.
Especially with the blessing of OpenAI and the country's promotion of the field of artificial intelligence, the demand in the entire field of artificial intelligence is still quite large.
Therefore, in order to help job seekers find jobs faster, today we will talk about the psychology of interviewers. That is, from the perspective of the interviewer, how to screen resumes and how to select job applicants.
How interviewers screen resumes
How does the interviewer screen resumes? Any interviewer with a little interview experience will not spend too much time selecting resumes.
And high-level interviewers (not boasting here) will probably only spend 15-30 seconds screening a resume. Here, I cite two examples to compare how senior interviewers select the resumes of fresh graduates and professionals.
Graduates
Take artificial intelligence jobs as an example.
1. Look at academic qualifications
Basically, if you have a bachelor degree or above, the big factories are all 985/211 priority. In the field of artificial intelligence, most of them have a master's degree or above, and foreign students have a greater relative advantage.
But it is not absolute, and it needs to be considered comprehensively based on internship experience, project experience, and students' majors.
It's not that you can do artificial intelligence as long as you are a graduate student. After all, artificial intelligence needs to reserve a lot of knowledge.
2. Look at the internship experience
The first is to see if you have an internship experience in a large factory. Compared with a small company, the internship experience in a large factory is more favored by the interviewer.
Secondly, it is the project done during the postgraduate period. If you submit an artificial intelligence position, the project during the postgraduate period is related to artificial intelligence, which will be more prominent, and then the algorithm, data analysis and other project experience.
3. Look at the profession
For artificial intelligence posts, the corresponding majors are basically: computer, applied mathematics, data science and big data, electronic information, automation, etc. It is almost difficult to enter the artificial intelligence post without the above majors.
Next, let's take a look at how to screen the resumes of professionals. Maybe the reality is more cruel than what I said.
professionals
It is cruel for the interviewer to select the resumes of professionals. Here is also an example of a technical post.
1. Look at academic qualifications
Needless to say, big factories give priority to higher education.
2. Look at the profession
If it is an artificial intelligence position, just like fresh graduates, they must major in computer, mathematics and other related majors.
3. Look at the project experience
If you are making a product that is mainstream in the market, for example: Mobile Taobao app, and participate in the design/development/testing of core modules. Then, congratulations, you have the right to be selected first.
4. Personal advantages
Every big factory hopes to recruit a full-stack person who is "able to sing and dance" and can develop the front and back ends by himself, and the technology is the mainstream technology in the current market, and has participated in the entire product cycle.
This is not to say that big manufacturers are just trying to save costs (of course, this idea is not ruled out). Relatively speaking, it is more because a function that can be done by one person does not require two workers.
Moreover, the iteration cycle of domestic products is quite fast. When encountering bugs, if one person can change the front and back ends, there is no need for two people to do it.
Although many people don't like to take over other people's code, after all, this kind of pain can only be experienced by those who have experienced it.
5. Stability
Every company does not want to recruit an employee who jumps three times a year, and stability is also a key point for the interviewer and the company to consider comprehensively.
Therefore, don't jump to another job if you don't like it. If you jump too frequently, you may say goodbye to the big factory.
Of course, except for those who are particularly good, I met a very good person who danced three times a year, and every time he wandered back and forth between big factories.
Speaking of which, would anyone be curious, what kind of family? After jumping back and forth like this, in fact, he was poached by headhunters for the three job hopping.
And every time he changes jobs, he will make the boss of the previous company very happy, and he will not be particularly embarrassed when he joins the next company. This is his ability and resources.
When you see this, do you find out why every time you submit your resume, nothing happens?
Of course, those who can enter a big factory need to have their own skills in addition to the bright spots of the resume.
Next, let's talk about what questions the interviewer likes to ask.
What questions do interviewers like to ask?
Here, I also take R&D positions as an example. Interviewers like to ask two types of questions.
On the one hand, the question is about basic knowledge, which depends on whether your basic knowledge is solid;
Two-sided/three-sided, technical difficulty increases, you will start with your most familiar or recent project, and start from simple to deep. Until you can't answer (this is also the longest way I ask).
The second/three interviews mainly examine the depth of the job seeker's technical ability. Generally, the second interview/three interviewers have a long practical experience in the technical field, so the questions asked will also be very in-depth and difficult.
Next comes the hr side. If your technical skills are fine, don’t think that you are sure. In fact, the hr of a big factory either has a very senior ability to understand people, or is a psychology major (at least our factory hr is like this. of).
But don't be afraid, after all, we change jobs to bring profits and fresh blood to the company (don't say it so bluntly for salary and growth.)
What type of candidates do interviewers like?
Of the many job candidates I meet, many are asking the question, what type of person does the interviewer like.
I said: I like people who are good-looking, obedient, quick-witted, capable of dealing with affairs, good at technology, and rich in experience.
Every time this is mentioned, job seekers can't help but laugh. Do you laugh too when you see this? You might even say, what time is it, just kidding.
But if you think about it carefully, does what I said make sense?
In my many years of career as an interviewer, I have seen all kinds of job seekers, and the job seekers who can grasp the "psychology" of the interviewer are often the types I mentioned above.
If your skills are not the most outstanding, but you are obedient and good-looking, then you are also very advantageous.
Summarize
Today, I am here to talk to you from the perspective of an interviewer, hoping to help you in your job search and enter the company you expect.
Of course, from the perspective of the interviewer, there are still several topics that I didn't talk about, because I also want to leave some space for the interviewer. But I am not worried that it will be difficult to do as an interviewer, but the questions asked by high-level interviewers are never fixed, and your questions will be resolved one by one by the interviewer.
After all, the interviewer represents the image of the company and the technology of the company is chatting with you. Finally, I hope that in the season of gold, silver and silver, you can bring your dreams into reality.
at last:
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