Shulou(Shulou.com)06/03 Report--

A brother who did android asked me, "I went to several big factories for interviews, and I passed the technical hurdle. Why is there no news behind?" I believe that many R & D partners have encountered this kind of problem. If you answer the question directly, there will be no way to answer this question. Maybe the interviewer was in a bad mood when he broke up yesterday, maybe his stock just went through several falls, or her female cat ran away with the male cat, and there are many uncontrollable factors.

Get rid of these uncontrollable factors, in fact, there are rules to follow in selecting people. We use the job triangle to judge whether the candidate's ability and personality meet the needs, through the matching of ability and salary requirements to see whether the candidate is worth it, and finally decide whether to hire this person.

Post triangle

Skill range

The range of skills is the range of skills required for the post. When applying for a job, we look at the "job description", in which the "job requirements" refers to the range of skills. For example, more than five years of distributed system development experience, proficient in JAVA, etc. Engineers in different business areas, different requirements for technology, often have their own range of skills. For example, some engineers are good at architecture, but they don't have a deep understanding of the business; some engineers have been in charge of algorithms and databases, and they may not have a deep understanding of architecture and deployment, and so on. It can be seen that the recruitment position has the skill range, the engineer has its own skill range, and the skill range degree is the matching degree of the two skill ranges. The higher the matching degree is, the higher the probability of being selected is.

The range of skills is required, and there are not too many skills, for example, if you go to pay for an interview with a company and ask for payment experience, you can't get in without it; a technical stack that uses PHP to apply for an JAVA engineer obviously can't pass the interview.

Degree of completion of duties

The degree of completion of duties is how many skills the engineers really master. Technical interview belongs to the degree of completion of duties. The interviewer asks questions, such as, what frameworks have been used? What is the principle of dubbo? How to deal with high concurrency? Have you ever brought a project? Wait, and so on, as well as the in-depth communication of technical points. After the interview can not receive offer, often problems in this place.

Personality maturity

Personality maturity is the psychological maturity of engineers, such as lack of self-confidence, willingness to take responsibility, stability, learning ability, communication ability, teamwork spirit and so on. Personality maturity is the strength of human resources, and he knows all about you when he is at home with you. When talking about project experience, experienced technical interviewers will judge the candidate's honesty, scope of responsibility, collaboration ability, etc., the project and technology are quantifiable, so the technical interviewer will judge the maturity of personality more accurately.

Common problems

Technical trap

Engineers are very excited to talk about technology, two people chat for two hours, sympathize with each other, skilled people, this person is decided. But he does not know how to understand the candidate's scope of responsibility, mentality, teamwork ability and so on, which will lead to misjudgment. The technical officer determines that the senior engineer, and the human resources officer believes that the candidate only bears the intermediate responsibility and is an intermediate engineer; at this time, another dimension, "income matching degree", plays a role. If the applicant's salary requirement is within the range of the intermediate engineer, the person will basically receive offer, while if the salary requirement is within the senior range, basically no offer will be received. The level is not right.

Technical officer and engineer still have a good technical chat, Daniel, senior engineer. But this person, the project ability is very strong, but also know how to lead people, reach the level of technical supervisor. Here is another deviation, or the "income matching degree" plays a role, the salary in the senior range, basically can receive offer, in the scope of technical supervisors, can not receive offer. The tone of the question of level is very important. Candidates should know how to bring the interviewer to an area where they are good at, otherwise they will meet an inexperienced interviewer and interview a senior engineer into an intermediate level. Lack of personality maturity

During the interview, if you look around or dare not look at the interviewer, the self-confidence is insufficient, the probability of winning is low; unpunctuality, not filling in the form that should be filled out, poor professionalism, low probability of winning; flickering words, old Youtiao, low probability of winning; and so on.

The above briefly talked about the post triangle, engineers have different levels, and the requirements of different levels of engineer skills, responsibility completion and personality maturity are different, so the interviewer should pay attention to screening during the interview, do not get the wrong level, resulting in a waste of talent. Candidates should know how to bring the interviewer to his or her area of expertise, and he or she may meet an inexperienced interviewer and judge him at a higher level, with a salary difference of more than 50%.

If you are confused about your career, you can refer to my video course "career Planning: how programmers earn millions of dollars a year."

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