From the start of work in 2018 to the present, in the golden season of recruitment at the beginning of this year, I have had more than 100 people in telephone interviews and on-site interviews. This process is very interesting, and the experience in it is also precious. Next, I will use the interviewer's point of view. Summarize the thoughts and insights in it and share it with everyone. Whether you are an interviewer or a test taker, you can learn something from it. This article is not written in vain. Oh, let me explain first, I am currently working at JD.com, don't spray if you don't like it.
1. Advice to candidates
- 1. Resume quality
There are general problems with resumes, such as: disorganized, confusing information, a lot of content but lack of focus, fancy resumes or not conducive to reading, etc. Many resumes are directly discarded because of such problems.
Let’s talk about the process of looking at resumes. At most, I have to screen 30+ resumes a day. On the basis of ensuring daily development work, this amount is very large, so I don’t have the energy to read the resumes in detail from beginning to end. It can capture the most basic information and the most important information, so what is the most basic information and what is the most important information?
Let’s talk about the most basic information first, name, age (date of birth), gender, contact information, place of origin, city, graduate school, education (whether or not to recruit), graduation time, working years, and work history by time period ( It is used to know when and what company, how many companies, etc. Some people must think that these basic information will be written. In fact, there will be many resumes with incomplete information. The main problems are the information of graduate schools and work resumes. Wait.
The most important information is a list of the types and degrees of technology mastery, company or project responsibilities, job titles, etc. Because this information is the most critical information to directly judge your suitability.
What information on the resume is not the most basic or important but also exists, such as company introduction, project introduction, business introduction, personal hobbies, some achievements that have become past tense (such as student union or club president, monitor from elementary school to university, Many people use this information to make their resumes bloated and hide the most basic and important information just right, but in the process of screening resumes, this information is basically not read, only in the formal You may be asked during the interview process.
Therefore, what I understand to be a qualified resume is to first introduce the most basic information about yourself; then display the technologies you have mastered in the form of a list, and try not to write about technologies that you don’t know much about or technologies that are not your future development direction. Now, some people write a lot of complicated but not proficient, which will give people a very impetuous feeling; then introduce their work resume (not project experience) in the form of a list, including the company they belong to, start time and end Time, position, etc.; further down is project experience, hobbies, award information, etc., mainly talking about some project experience, it should be simplified and focused, try to write the projects that you have more participation in and are mainly responsible for, and the projects that you make soy sauce or cooperate with Don't write anymore, writing too much will reflect your lack of precipitation.
- 2. Introduce yourself
The most basic routine of the interview process, the interviewer will ask the candidate to introduce himself first, which generally includes two purposes, the first is to understand the basic situation of the candidate, and the second is to examine the candidate's thinking logic and expression ability.
What's wrong with this process in general? There is a lot of talk. Some people will focus on introducing their hobbies or introduce some content that has nothing to do with the interview position (such as their successful weight loss experience, the situation of their parents, etc.), and some people spend most of their time introducing companies or businesses. Don't talk about responsibilities or skills related to yourself; say very little, such as a few words about what you are doing in your current company. No matter what is said a lot or very little, what is reflected is the same problem, that is, there is no clear and concise introduction to the information that matches the interview position.
How to improve it? The principle is simplicity and clarity. For example: my name is xxx, my hometown is xxx, I live in xxx now, I graduated from xxx university in xxx with a major in xxx, and my education is xxx. The first company from xxx to xxx, mainly engaged in xxx business, the second company From xxx year to xxx year, the company mainly does xxx business, and the position is xxx. Basically, it takes 2-3 minutes to get it done, and the thinking logic is concise, clear and efficient.
- 3. Technical question and answer stage
This is the most important stage in the entire interview process. Use it to screen out the real candidates. Therefore, candidates should try their best to express their best and best ability. But many people can't say it, because the initiative is in the hands of the interviewer.
When the interviewer asks the interview questions, it is based on the content of the candidate's resume first, and then he mentions the aspects that he is better at. Therefore, the knowledge points that the interviewer wants to obtain by asking questions and the knowledge points possessed by the examinee are likely to be different from the same point. For the interviewer, the impact is not great, it is nothing more than a few people. For test takers, it may not be possible to have a chance with the company.
Therefore, in order to reflect the knowledge and ability that you understand better, you must master the initiative at this stage, and let the interviewer try to ask yourself what skills you are good at. For example, the interviewer asks: Tell me about your company's business, introduce your responsibilities in this project, etc. When encountering such a general question, the examinee should secretly have fun, because the margin is not well defined for general questions, and the interviewer does not strictly define the margin. Therefore, after a brief introduction to the business or responsibilities, the candidates can take advantage of the situation to say the functions that they are mainly involved in, the problems they have solved, and the technologies they have mastered. The next high probability event is that the interviewer will ask specific questions about the problems you solved and the skills you have mastered, which are exactly what you want. If you encounter a situation where the interviewer asks a more specific question that you are not good at, you should first show the degree of your mastery. You can also talk about related technologies that you know better. For example, if you ask springmvc, you can say that you know more about springboot. For example, if you ask mongoDB, you can answer more redis.
- 4. Future goals and plans
In the second half of the interview, most of them will be asked about future goals and plans. In this part, we don’t talk about skills, but only talk about our hearts.
Many people switch jobs to find jobs, the reason is very simple, the salary is not in place, I think it is normal. But when you decide to change jobs, you should think carefully about your goals and plans. Because it can guide you to which industry and company to go, and decide the direction of the future road. Otherwise, if any family gives you the target salary and you go, wouldn't it be too irresponsible to yourself. In the real case of JD.com, an examinee got an offer from JD.com, and also received an offer from another startup company. The salary was a little higher than that of JD.com. He gave up JD.com and went to a startup company. Pit, I came to JD.com for an interview again, and found that it no longer met the JD.com 25 principles, and there were no interview opportunities. Some people have worked for 5 or 6 years and are considered leaders in the current small company. They have been involved in management positions too early and have slack off their technical skills. They are in their 20s and live a comfortable life. , I am not proficient in technical ability, and I have not had time to think about goals and plans. Whenever I encounter such candidates, I feel sad and regretful. Remember, techies, especially a young techie, don't get too comfortable.
The perception of the interviewer
- 1. Face every candidate with sincerity, respect and a smile
There is a distinction between the interviewer and the test taker, and the information is not equal. The interviewer has obvious advantages.
In order to participate in an interview, especially a favorite interview, candidates will basically prepare in advance. It is more difficult to get up early in the day and catch the bus or subway across a city to go to the interview. If he doesn't meet the requirements, politely decline and then give some advice, not necessarily technical.
Every candidate has the potential to become a future work partner and fight side by side, and every candidate who passes is impressed by the interviewer who recruited him.
etc. So please be kind to every candidate.
- 2. Pay attention to the ego of technical people
Technicians are conceited, and the proportion is quite large. For example, if there is a bug online, the first thing to think about is who is affecting me, instead of thinking about the problem with my own program. For example, looking at my own code logic is the best, and looking at other people's code. . . , it's just a lump. During the interview process, some interviewers also made this conceited mentality very obvious. If the examinee can answer the question normally, then they will ask some technical points that are biased, or the information is unequal or does not match the level of the examinee, and the examinee must be stumped, so that they can reflect their own achievements. The interviewer, the false fact that is stronger than the test taker. In the end, the candidate was rejected.
Therefore, as an interviewer, please let go of your ego and learn from each other. You can really learn a lot from the candidates. Of course, most interviewers do this well.
- 3. Opportunities for reflection and growth from the examinee’s perspective
When you meet a candidate who has been working for about 10 years, it is very hard to interview for the most basic development positions, being asked here and there, and then being rejected; if it is a 15-year-old resume that is not outstanding enough, it will be discarded directly; if. . . In fact, this is the status quo of the programmer industry. With age, the higher the ability is required, the fewer the number of people required. Even if you pass the interview, you still have to face competition with young people in their early 20s, including mental, physical, energy, academic ability and even academic qualifications. For these, as an interviewer, the feeling is the most direct. Reflect on the person who has come, plan ahead, plan your future path earlier, and allow yourself to walk the current path more stably. After reflection comes growth.
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Not too good at writing this kind of article, better at typing code, haha.
The above content was written in two days, the second half is a bit perfunctory, let's see, the meaning is basically there.
Advertise, welcome self-recommendation and recommendation, but the interviewer is not necessarily me!