background

With the rapid expansion of the Internet, more and more IT workers from all walks of life flock to the Internet.

As early as 2020, my company released the recruitment information of Java and front-end engineers. For a single position of Java engineer, we received nearly 400 resumes every day.

Yes, that was the marketing crusade that the training organization launched against the position of front-end and Java engineer. With the development of recent years, the phenomenon of oversupply in the market is increasingly serious. Personnel survey has become a major problem for employers to assess talents.

How does the primary identify bad resumes

In addition to technical training, training institutions often provide guidance on CV writing and interview. A lot of subtle things, we are hard to discern. But the resume that the training institution packs, existence 1000 times uniform characteristic.

1. Younger with a higher diploma

Being young and having a higher degree may not be the norm, but most candidates fit the market for traditional diplomas. Individual technophiles may obtain diplomas through self-examination, which provides a unique technical highlight.

2. Older with little technical experience

Older people with little technical experience are more of a problem. As we all know, a normal person’s ability to accept new things decreases with age, and Internet technology is included in that. If a person is older and does not have technical experience, then there are only two situations: 1, change career midway (forced into the industry through training, self-study, etc.). 2, due to the ability problem, the existing experience is not included in the resume (ability and experience/salary does not match).

3. My project experience mainly includes Crm system, shopping mall, XX management system, questionnaire system, classroom examination system, etc

Project experience is a great way to assess a candidate’s level. With the development of the Internet iteration, every year will come out a lot of innovative Internet companies and emerging industries. In my recent job Posting. CRM system, shopping mall, XX management system, questionnaire system and classroom system accounted for 90% of the share. Ask now in 2019, internal management system is so hot. To get to the point, resumes should be evaluated with “real” projects in mind. For example, the person was working for XX Company, which did develop the project in the context of that time (except outsourcing).

4. The background of the project does not conform to the development background of the Internet

Project background, the market trend is different every year, from the early years of e-commerce, lottery storm, to the later O2O, Raiders, live, new retail. The emergence of each series of products, in line with the definition of the market. If the resume appears 18 years, 19 years just set up to do the lottery (15 years the government banned the Internet lottery), O2O, mall, indiana treasure (at the beginning of 17 banned indiana treasure products), live broadcast and other products. It is obviously very inconsistent with the market demand. In this case, consider whether there is room for understanding.

5. Consistent technical architecture or project structure of multiple projects with different work experiences, lacking originality.

Generally speaking, different companies have different technology stacks, and even product trends and models are completely different. Therefore, when a candidate writes about the same technology and the same business process in multiple projects at multiple companies. It looks neat, but it’s even less convincing.

The technology is too new, and the old technology is not mentioned.

The technology is too new, and according to the trend of Internet technology development, we are getting closer to the new technology. But any enterprise as a veteran CTO, architect. Existing technologies that are more stable, more mature and cheaper to learn tend to be chosen. The pursuit of new technology will not be too obvious. Training institutions, on the other hand, say, “We teach what’s hot.” As a result, there are many new people entering the Internet industry who know nothing about the old technology. Or even a lot of the technology.

7, work experience is rich, but engaged in a lower level of work.

I have rich working experience, and the only work I am engaged in is relatively low-level. There are big problems here. Either the original company cannot provide a reasonable stage for the personnel to have better development space, or the personnel are not capable enough to complete more advanced work. Of course, there’s also the case that the person has too much experience wrapped up and the resume is incongruate. This situation requires an assessment of the size and background of the company.

8. The company’s background is cross-provincial and cross-city

Probably a lot of employers and I am the same, recently received resumes, 90 percent of the personnel across the city. Wuhan accounted for more than 60 percent. Are Wuhan XX Network Technology Co., LTD. The size of the company is less than 50 people. There are also Xiamen, Ningbo, Nanjing and so on. The author will not mention this question, we all understand. Job-hopping across regions is hard to verify.

Lack of amateur enthusiasm for technical proof.

Some high-minded technicians built several management systems. The technologies used are indeed various distributions, clustering, high concurrency, big data, message queues, search engines, mirrored containers, multiple databases, data centers, and so on. Salary expectations are also higher than industry standards. A person who is passionate about technology must spend a lot of time on technology in his spare time. Start with the person’s blog and Git address. Even by phone number, email, nickname, vest. Search engine to collect, verify whether the personnel in the forum, post bar, open source organizations have a technical background.

Two, enter the interview stage, how to distinguish each other’s moisture

In the screening of each other moisture this piece, there is no clear standard, but the author can mention a few points. This is also what I usually do in the actual interview.

1. Judge whether the other party has work experience by company size, team size, reasonable personnel allocation and personnel cooperation mode.

When hiring a junior or junior level IT person, ask questions such as how many people are in the company, how many people are in the product team, how many people are in the product, technology, back end, front end, client, UI, and test. How collaborative the work was, how long the product was done, when it was launched, how long it took to iterate a version after launch, how long it took to iterate an activity, how many users it has grown so far (back end), how much concurrency, etc. (back end). In my experience, if a person doesn’t have any experience, they will more or less answer the wrong question or give the wrong answer.

2, background company entry time, project implementation, completion time, product technology stack, iteration process verification.

Many candidates wrap their resumes too much just to get a higher salary. When we ask: did you join this company on xx? Your project was launched in xx month xx year? Is xx technology used in your project? How do you review before you go live. Faced with these questions, candidates often give answers that don’t match their resume. So here’s the problem. As for the technology used in the project, we can search the address and APP of many projects. The technology used by the other party is roughly identified by the HTTP protocol, technical characteristics, and exception thrown characteristics. If the candidate gives an answer that clearly doesn’t match, heh.

3. Identify each other’s technical level through technical depth

1. Determine the technical stack of the other party. For example, which project have you been most satisfied with and why? What are your favorite technologies to use, and why?

2. Determine the development level of each other’s projects, such as: how long have you been working on the product, how many iterations, how many versions have you released, how many users have you reached, how much concurrency, how much flow?

3. Determine the technical attributes of the other party. For example, what channels do you use to form technical communication with other technical people?

I’ve been interviewing a lot of candidates recently, and a lot of them have a lot of technologies on their resumes, so IN order not to cross the technology stack, I’ve been asking about the technologies that the candidates have written about or used. Here are some examples.

1) The applicant’s resume stated that he was proficient in using Redis.

  • Describe which data structures you have used in Redis and describe the business scenarios in which you have used them.

  • What plug-ins do you use to operate Redis?

  • Describe the serialization methods you use;

  • Describe some of the most impressive problems you’ve encountered with Redis.

2) A candidate claims to be familiar with HTTP and to have written a crawler.

  • Introduce some of the HTTP head headers you know and describe their uses.

  • If the front-end commit is successful but the back end cannot accept the data, how do you fix the problem?

  • Describe the basic HTTP message structure.

  • If the server returns a cookie, what is the name of the field in the head header stored in the response?

  • What does it mean when the server returns transer-encoding: chunked;

  • Understand piecewise loading and describe its technical process.

There is no way to really master this knowledge by reciting the eight-part script.

Of course, for different technologies, the corresponding depth of technology is also different.

The general pattern is this: you say you killed pigs. So how many pigs have you killed, when, how big, what color. In fact, the other side may give you the answer is: killed, dozen, killed 50 catties, killed green, yellow, red, blue pigs. So here’s the problem.

However, the problems I encountered are as follows: using Git for two years but not knowing Github; using Redis for a year but not knowing data structure and serialization; being a professional crawler but not knowing the meaning of contence-type; using search engine technology but not knowing two word segmentation plug-ins; using database read and write separation but not knowing synchronization delay; etc.

In the end, the author thinks that in the recruitment process, it is not not allowed to apply for packaging, but as far as possible to meet the balance. While this article does not have a perfect ending, the author provides a variety of experiences of failed interviews. I have finally found my best friend. I also hope that all the technical interviewers will find IT partners that meet their product development as soon as possible.

Author: Big move the world