Do your own in-depth summary of others as the interviewer

Recently in front of the company recruitment, there are some of their own thinking, very valuable, recruitment of the company, the candidate for the interviewer, the candidate to find a job, may be some help, worth summarizing and recording, share for everyone’s reference.

Including the following aspects:

– What kind of talent does the company need?

  1. Hard conditions
    1. Education and major: college degree or above, major in science or engineering is required
    2. Length of service: 3 years in principle.
    3. Work experience: can’t be dismissed for personal reasons
  2. Technical aspects
    1. Whether the technology stack matches
    2. Have solid basic skills
    3. Be good at studying new technology
  3. Soft power
    1. Communication is smooth
    2. People skills
    3. Positive attitude
  4. The human cost
    1. Are your salary expectations over budget
  5. Other advantages
    1. Quick arrive
    2. Resistant to high pressure

– How do you screen your resume as an interviewer?

  1. Your resume is boring
    1. Keep a running tally
    2. A simple list of skills
    3. No hierarchy, no focus
    4. Multiple projects have the same technology stack
    5. I just worked on the project briefly
  2. Resume highlights, such as the following
    1. Having worked in a big factory, there is no doubt about it
    2. Have specific numbers, such as how much efficiency (percent)
    3. 985, 211, corresponding professional background, master, doctor, etc
    4. Applied new technology in the project to meet some new requirements
    5. Independently developed projects, can be technically independent, etc
    6. What are the benefits of developing common components or tools
    7. Experience in training/mentoring new employees and interns
    8. Have experience as front-end leader and project leader
    9. Developed features that address certain pain points in the business
    10. The products developed by users have been a lot of praise

– How do you interview people as an interviewer?

  1. A phone interview(10-20 minutes)
    1. Make a preliminary judgment as to whether the person as a whole is worth further interview
  2. The written test(Review basic skills, three handwritten questions)
    1. If you answer all the questions correctly, you have a 60% chance
  3. On-site interview
    1. Ask for lots of technical details, and try to be as thorough as possible
    2. How should the specific scene problem be solved
    3. There is no need to ask some tricky questions too much, mainly to investigate
    4. Just find the right person, not the perfectionist
    5. There must be no fatal flaw in observing this, otherwise we cannot cooperate in the future
  4. Ex post process control — Don’t let it go(After all the interviews, the offer is sent, and then the period before entry)
    1. — On the day after the interview, ask whether the offer can be sent smoothly.
    2. — Ask the approval progress of offer every day, whether it is too slow.
    3. — Communicate with candidates intermittently about the entry (inquire whether there is the possibility of temporary rejection of offer, be prepared), and be able to enter the job to facilitate the control of work progress. If there is the possibility of rejection, prepare as soon as possible.

– How do you guide new people as a coach?

  1. Be familiar with the team
    1. Department interpersonal relationship, corporate culture, daily affairs
  2. Learn to work
    1. Teach new technology stack, learn while doing, grow in actual combat
    2. Impart experience, quick work, locate and solve bugs, etc
    3. Code review, standardize code, ensure quality, less digging
    4. Give new appointmentsome study opportunity appropriately, early stage wants step by step
    5. There’s a certain amount of pressure, because this is the workplace

– The final conclusion

  • The company is to find the right employees to do things, there is no perfect person
  • The interviewer is looking for the right subordinates/colleagues/collaborators, but don’t be too picky
  • In addition to technical skills, the ability to present a summary is also very important for a candidate