A brother asked me to do android: "I went to interview a few manufacturers, have been shut technology, why there is no news behind?" I believe that many do research and development of small partners have encountered such problems. If you answer questions directly, there is no way to answer this question, the interviewer may just broke up yesterday in a bad mood, he shares a lot of factors that may just experience some limit, or with her cat male cat ran, uncontrollable .
Get rid of these uncontrollable factors, the actual people in the last election or there is a pattern. We post the triangle to judge a candidate's personality and ability to satisfy demand, matching capacity and salary requirements to see candidates who are not good value, the final decision whether to hire that person.
Triangle jobs
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Skills range of
range of skills, range of job skills requirements. When candidates, we see the "job description", where "Qualifications" say is the skill level. For example, more than five years experience in distributed systems development, proficient in JAVA and so on. Engineer different business scope, the different requirements of technology, often have their own range of skills. For example, some engineers do good architecture, but his deep understanding of the business; some engineers have been responsible for algorithms and databases, he may have to deploy architecture and deep understanding, and so on. Visible recruitment of skilled job scope, engineers have their own range of skills, skills that match the scope of the extent of the scope of these two skills, matching the higher the degree, the higher the probability selected.
Range of skills, requirements are hard, not too many skills, such as to pay the company for an interview, requiring payment experience, it does not get in; a technology stack with PHP to candidates JAVA engineer, apparently could not pass the interview. -
Responsibilities completion of
duties degree of completion, an engineer real grasp how much skill. Technical clearance interview under the responsibility of completion. The interviewer asked questions such as, what framework used? What dubbo is the principle? High concurrency how to deal with? There is no take over the project? Etc., as well as in-depth technical point of communication, which are in the understanding of technology to master degree candidates. End the interview not received offer, often go wrong in this place. - Personalized maturity
personality maturity, psychological maturity engineers, such as self-confidence is not, willing to take responsibility, what kind of stability, ability to learn how to, how to communicate ability, there is no team spirit and so on. Personality is the strength of the maturity of human resources, and he was in when you are engaged in small talk, put your bottom gave figured out. The skilled interviewer will talk when the project experience, honesty of a candidate's judgment, the responsibility of commitment, collaboration and other technology projects and is quantifiable, so the interviewer determine personality technical maturity would be more accurate .
Common Problems
- Technical trap
engineer chatted techniques are very excited, two people talking for two hours, sympathetic, technology cattle, this man going to take. But he did not know how to understand the responsibility of the candidate's attitude, teamwork and so on, this will lead to miscarriage of justice. Senior technology officer determined that, in his opinion, human candidates assume responsibility only mid-level, mid-level engineers; this time another dimension "matching benefits" on the role, if candidates salary requirements within the scope of the mid-level engineers, that this man has been able to receive the offer, if the salary requirements in the high-level range, basically not receive offer. - Level not
technical engineers or technical officer and a good chat, Daniel, senior engineer. But the man, project competence, but also know how to bring people to reach the level of technical director. Here again produce a bias, or "matching benefits" play a role in high-level salary range, can receive basic offer, within the scope of technical director, receive offer. The level of the problem, the tone is very important, candidates must know how to put the interviewer brought to their areas of expertise, experience or inexperienced interviewer, alive to interview senior to mid-level. - Lack of personality maturity of
looking around during the interview or did not look at the interviewer, lack of confidence, low probability of winning; not punctual, fill in the table is not filled, not professionalism, low probability of winning; speak flashes, Oil Stick, winning probability low; and so on.
Simply, the triangle above post, engineers partakers level, requiring different levels of skill of the engineer degree, responsibilities and completion personality maturity is different, so the interviewer during the interview to pay attention to screening, make no mistake level, resulting in a waste of talent; candidates should understand the interviewer brought to their areas of expertise, maybe you encounter inexperienced interviewer, judging high level, the salary difference of up to 50%.
If there is confusion in your career, you can refer to my video lessons "career planning: Pragmatic Programmer million annual salary road."