Operating mainly on the interviewer during the interview, knowledge, experience and ability in four areas, then what is the operational capability, what is knowledge, what is the experience, what is the capacity?
- Operation : We could not tell the interviewer what skills are, what is knowledge, skills they even think that knowledge or even experience. For example, they will ask the following question, Will Java in the final What does it mean? How to view process CPU utilization? How to prepare a pipeline program? How the program path to see the process? VI What the copy and paste command? Including an object oriented XX what mode yes. and many more. I think that these conditions can be checked by the relevant manuals or can google only shows the person's technique into something, it does not mean that he has the knowledge or experience.
- Knowledge: Knowledge is the embodiment of a person's cognitive and learning might be some basic concepts and knowledge. These issues such as: TCP and UDP advantages and disadvantages compared to compare the advantages and disadvantages of linked lists and hash tables. What is the heap what is the stack? Interprocess communication is how? Advantages and disadvantages of process and thread? Synchronous and asynchronous advantages and disadvantages? Object-oriented XX anything, and so the main principles of design patterns yes. I thought, "know" just technique, "know why" is the real knowledge. Lack of knowledge does not mean he can not work, can cope with operational skills will work, but the lack of knowledge will limit your ability and experience, it will also affect the quality of your development.
- Experience: Experience is usually a relationship with a person's experience. A man of knowledge, a person experienced things usually become the embodiment of a person's experience. Face trial, we will ask these questions: Do you solved the most difficult problem is what? This is how you design the system? How do you debug and test your program? How do you do performance tuning? What kind of code is good code? and many more. For a long working life for people who are not experienced and done things will indeed become a major factor in the experience, especially something industry background on business. However, I think that the experience may be more you use and control of knowledge, is that you review and summary of the things done, is that you learn to others, observation and communication.
- Ability: a person's ability and will not know the little things and not, not because there is no experience and no ability. A person's ability to do things he is an attitude, personality, thoughts, ideas, acts, methods and style. As long as there is enthusiasm, ideas, methods have good behavior, and good acting style, so knowledge and experience for him is just a matter of time. For example: learning ability, specializes in spirit, analytical skills, communication skills, organizational skills, problem investigative capacity, ability to cooperate and so on. So, for a novice, perhaps limited his knowledge and experience, but it does not mean he has the ability to question, but for a veteran, if there is a lack of knowledge and experience of its problems, it is usually its ability problem. You may temporarily underappreciated, but I do not believe you will long underappreciated. As if that is the case, then you are bound to make you some questions its ability to play out. By this time, "not experienced" is only an excuse you "no capacity".
Many companies in the interview to some algorithms questions or some puzzles or some design problems, so I think and solve problems in the process is more important, you want to see the problem-solving ideas mainly through the candidate's method, the use of to knowledge, is there some experience, and you have to communicate and interact with when is smooth, and so on, these are you going to focus on observation. Of course, the ultimate goal is to find the answer.
I would like to make candidates to solve a puzzle really thinking is:
1) Look at his understanding and application of knowledge. For example, whether he would use some of the basic data structures and algorithms to solve arithmetic problems?
2) Look at his entire problem-solving ideas and thoughts. The answer is a minor, his thoughts and actions is important.
3) to see how he talk to you about communication. The interviewer as your future colleagues, partners as you work, problem-solving together, discuss together, so you can see if we can work together.
These aspects are the ability to examine the candidates (ideas, methods, attitudes, personality, etc.), and conveniently slide down to examine the experience and knowledge of the interviewer. The interview is the most ideal job for some time together. Of course, this in the recruitment process, the operation is almost impossible, therefore, which requires us interviewer as much as possible to simulate the interview process usually work process. We solve a difficult problem to some discussion, and review the candidates together he has done before, and during the discussion back to the foundation of mutual learning from each other.
The following are some of the points of the interview:
- Candidates will not break down or simplify this problem when the solution algorithm problem. This is the analysis.
- Candidates solution algorithm in question will use some of the basics, the basic data structure and algorithm. This is knowledge.
- Candidates in solving problems during the process and your discussion you ever felt specializes in the spirit of the candidates and good communication.
- Candidates mentality and attitude in dealing with problems of this algorithm. For example, if there are afraid of difficulties face interview.
- Candidates in the problem-solving ideas and methods of it properly, whether it is more scientific approach?
- and many more.
In solvers test process capability is the ultimate goal of the candidates, rather than embarrass the candidate, otherwise, you're just an arrogant and ignorant of the interviewer.