How do the screening interview

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Foreword

  In Internet speed expansion of social backgrounds, all walks of life influx Internet IT workers is increasing. Java engineer on a single job, the day to close at a regional resume hundreds of thousands of copies.
  Yes, this is the year of training institutions Java engineers in this job market launch crusade. With the development in recent years, the growing phenomenon of oversupply. Staff thoroughly become a major problem for the employer of talent evaluation.
  We will discuss with you how to select high-quality candidates in the interview in this article.

How do resume screening

  In addition to training institutions to provide technical training, often also provide guidance resume writing, interview guidance. A lot of subtle things, it is difficult screening. But packing resume training institutions, there is a thousand times all the features.

Packaging diploma

  Because most IT job requirements for education is also higher than before, trained students are mostly educated enough on education will be packed. Faced with this situation most small and medium company's strategy is required qualifications can be found in the school letter network, a small number of first-tier Internet companies have their own back tone means.

Age and experience do not match

  Students participating in the training of these two types of major groups may have: a career change for many years, just graduated from school with no work experience. For many years to switch to the general graduation time and length of service write gap will be relatively large. No work experience at the school usually packed 1--2 years of experience.
  Contrast age and length of service is too small or too most likely is the result of the package.

Most similar project experience

  Project experience, this one is used to assess the level of a candidate's too appropriate. With the development of iterations of the Internet, it will come out every year a lot of innovative Internet companies and emerging industries.
  I recently released recruitment needs inside. CRM system, a mall, XX management system, the questionnaire system, class system accounted for 90% share. How Now in 2019, internal management systems so popular it.
  Closer to home, we have to evaluate your resume, it should give more consideration to "true" project. For example, the officer then worked at XX company, then the company does background research and development of the project (excluding outsourcing).

Project experience only use the latest technology

  Most training institutions trained technicians with the latest technology stack based, and enterprise development will be used mostly relatively stable technology stack, if all projects are up to date technology stack with a relatively high probability of resume training. Many newcomers into the industry through training only understand the current hottest technology stack, while the old technology stack ignorant.

For many years engaged in low-level work

  Experience rich, single work performed relatively low, there is a big problem here, or is the original company could not provide a reasonable stage to the staff better development space, or is the human capacity is not enough, not for more advanced work.
  Of course, there is a situation that the person packing too much experience led to resume disharmony. This situation requires companies to assess the size and background.

Experience multiple inter-provincial inter-city

  Many employers may and I, like, recently received resumes, job-hopping across the city 90% of staff. Both XXX Network Technology Co., Ltd., company size were less than 50 people. I will not mention this problem, we know everything. Regional quit a bad check.

Lack of enthusiasm for technology

  Some unrealistic expectations of technicians, made several management systems. The technology is used in a variety of distributed, clustered, high concurrency, big data, message queues, search engines, mirroring the container, multiple databases, data centers and the like. Desired salary is also higher than the industry standard.
  One pair technology very warm person, certainly spent a lot of spare time on the technical side. You can, git from the start address of the person blog. Even through the phone number, email, nickname, vest. Go to search engines to collect, verify whether the person in the forum, paste it, the open-source organization has had a technical background.

How to identify the other side of the water in the interview

  In other screening moisture this one, and there is no clear standard, but I can mention a few points. This is also the author of the usual practice in the actual interview.

By company size, team size, staff allocation is reasonable, staff cooperation to judge each other whether they have work experience.

  When recruiting primary, junior high school-level IT staff, you can ask questions, such as how many people the company, product teams how many people, products, technology, back-end, front-end client, UI, how many people in each test.
  Work of how to cooperate, how much time do the product, when on-line, how long after the on-line version of the iteration, iteration how long an activity, the development has the number of users (the back end), and so much concurrency (back-end) .
  According to the author's experience, if a person does not have any practitioner cycle, when faced with these problems, more or less answer the question or the answer given is very unreasonable.

Company background entry time, the project in implementation, verification completion time, product technology stack, iterative process.

  Too many candidates for the resume package, only the pursuit of higher wages.
  When we asked: Are you xx xx month of the entry of the company? You project is in line xx xx month on? You project uses technology to xx? Every time you line on the eve of how the review?
  Faced with these questions, the answers given by the candidates often do not conform with the resume. So the question came. About the use of technology to the project, many projects we can search for an address by the project, APP. By http protocol, the technical characteristics, features thrown to roughly determine the other party to use the technology. If the answer is obvious candidate given does not match with them, hey.

Through technical depth, the other side of the screening technology

  I recently received the interviewer, the interviewer resumes a lot of, various technologies are emerging that says, in order not to job seekers across the technology stack, the author singled candidate's resume or write to the techniques used to carry out inquiries. I give a few examples.
1) reads a job resume on the use of skilled Redis.
Tell us about what you had to use Redis data structures, and to describe business scenarios used;
introduce you to manipulate what Redis is used plug-ins;
introduce serialization you use;
introduce you to use Redis met you impression problem deeper.
2) a skilled job seekers claiming http protocol and written a reptile.
Tell us what you know about a few http head and describes its purpose;
if successful submission of the front, the back end can not accept data, this time you will how to troubleshoot problems;
describe http basic message structure;
if the server returns a cookie, stored in the response What inside header field called head;
when the server returns Transer-Encoding: chunked What is the meaning
whether the segment is loaded to understand and describe the technical process.

  Of course, for different technologies, techniques corresponding to the depth must also be different. But the problem I encounter is: use git two years did not know github, use Redis year but do not know do not know the sequence of the data structure, specialized in reptiles they did not know the meaning of content-type, use the search engine technology but can not say two word plug, use a database separate read and write but do not know synchronization delay and so on.

At last

  Written in the last, I believe in recruitment, job seekers are not allowed to packaging, but as far as possible to meet the balance.
  Lastly, I hope all the technical interviewer soon find their products in line with the development of IT partners, but also hope that all job seekers find the right job.