Experience as a technical interviewer

Author: Zhu Jincan

Source:Http://blog.csdn.net/clever101/

 

Leaders were on a business trip. Within two days, several candidates were hired. I acted as a technical interviewer temporarily. After several rounds of test interviews, I have accumulated some experiences. I remember that when I first interviewed someone, I felt as nervous as I was when I was applying for a job. At that time, I couldn't help but lament that technical work had degraded the functionality of our technicians dealing with strangers. But fortunately, I think it is still relatively fast to enter the role.

I always think that the interviewer's interview age shows the company's image. In the past, I heard from my classmates that the interviewer of a company arranged for recent college students to answer pen questions and talked about how low the quality of current college students is and how hard they struggled, seriously, this is to say that the company's image is corrupted. Therefore, I think the first thing you need to pay attention to when interviewing an interviewer is the company image. Specifically, we need to show the company's sincerity in recruiting talents, respect and take every candidate seriously. There are some details here: When the candidates are relatively tight, the interviewer can take some measures to ease his/Her nervousness, such as a Chat Day: How did she come to the company, and I am not used to sitting opposite the candidates (which makes me think I am trying to interrogate the prisoner ), I used to sit next to them. It was quite a coincidence that one of the candidates had arrived in these interviews. It was almost noon.12Then, the company's canteen is about to open. I asked him, he said the train was late, and then I asked him if he had dinner. He said he had eaten. So I asked him to write questions first and go to the canteen to have dinner on his own. I met a colleague and told him about it. He said: "The door is always a visitor. I guess he hasn't had lunch yet. We asked him to have lunch before the interview ." I think my colleague can find the applicant and advise him to go to the canteen for dinner. It's just that the candidate insisted that he had eaten it, and we will not be reluctant. In addition, when the interviewer feels frustrated when they finish the interview, the interviewer can also comfort the following: you will be able to perform better next time. Respect and take each candidate seriously. On the one hand, it aims to show the applicant the most authentic aspect, and on the other hand, it can show the company's good image.

 

Communication with candidates can also receive feedback on the company's recruitment work. For example, I made someC/C ++A pen exam is given to a candidate, but he is not doing well. I asked him, "Our job is mainly for use.C/C ++You feel yourC/C ++What is the level ?" He said that he usedC #. I asked again, "that's it! Is it true that our recruitment advertisement is not clear?C/C ++Skills are required ." He said the above explanation. I think it's okay that it's not our job.

 

I think about whether or not to arrange a technical test: I prefer to arrange for new graduates or candidates with no work experience. For candidates with relevant work experience, I prefer not to arrange it. For candidates with relevant work experience, you can talk about previous projects. However, I think it is not enough to talk about new graduates or candidates without any work experience, because you think you can talk to them? It may be difficult for you to answer questions. In my opinion, there is no difference in the nature of the test and interview. From the perspective of candidates, they are all ways to demonstrate their abilities. From the perspective of recruiters, they are all methods of examining candidates.

 

I tend: low-difficulty, Medium-and High-difficulty questions should be arranged. Low-difficulty questions mainly examine programming basics, and difficult questions to examine his thinking ability and technical potential. In addition, I think multiple pen-level questions should be prepared for applicants of different levels. First, according to / his resume / her level is preliminarily determined, high levels can lead to difficult questions. As for Question Types, I have no choice but to fill out memory-type questions, mainly programming Questions and discussion questions. Now I think multiple-choice questions are the worst questions, because in real work, there are very few solutions for you to choose (imagine who will offer you ), the reality is that the solution is to let you find it by yourself. If you find more than one, you can choose the best one. Besides, you can also provide opportunities for others to answer multiple choices. I cannot fill in memory questions, I think I mainly examine others' thinking abilities (I think of a question I encountered in the previous test: MFC I Want To Say It is abnormal !). Programming Questions and discussion questions are good questions, because you can not only check whether the answers of candidates are correct, but also analyze them / does she have creative thinking? / is her thinking method rigorous, he / is her language clear? ......