How to interview people with Acer software



The interview is a kind of examination activity which is designed by the organizer carefully, under the specific scene, taking the examiner's face-to-face conversation and observation as the main means, Youbiaojili test the examinee's knowledge, ability, experience and so on. Interviewing is an important way for companies to select workers. The interview provides the company and the recruit with the opportunity to communicate with each other, so that both companies and the recruits can understand each other so that both sides can make more accurate decisions on whether to hire or not.



Acer software March to the present company, Blink of an eye has been 8 months, to come here gradually contact the opportunity to interview others, all the way down also should be interviewed 20, 30 people, today to write some of this time the interviewer's feelings. I'm in iOS development, so the candidates for the interview are basically related to iOS, and of course it involves the non technical part.

I can basically be divided into the following four parts when interviewing candidates:

1, first will let the candidate simply do a previous project to introduce

Interview candidates in fact, most of the time has been to get the resume, why also want to "many times." The main purpose is to pass the candidate's introduction to the candidate's ability to express and logical thinking have a basic understanding, but also easy to find their own more interested in the project or topic, followed by in-depth discussion.

2. Technical part

The technical topic of further discussion can be found through the part of the project introduction and the resume. Usually around the project he has done, responsible for the module, to start communication, in the process of chatting can be basic to determine whether he is the real understanding of this piece, and have their own thinking. Other technical points about iOS development (ARC,MRC,KVC,KVO, multithreading, UI, runtime, etc.) are also talked about in addition to the modules that have been done. Basically each technical point will ask some, in addition to how to use, more is to ask some behind the principle of things. For example, when you ask arc, will let him compare with manual memory management, a further step will ask what ARC's implementation mechanism, if only to answer the compile period automatically insert some lifecycle management calls, you may continue to ask the reference count of the bottom is how to achieve, and so on.

Usually the candidate who will only use, will not take the initiative to think, to find the principle behind the technical points, generally will not pass. Can not be denied that there are many open source library, some also write very well, now the program development also often talked about a point of view "do not repeat the wheel", many candidates are also very natural copycat, no matter what the problem, the Internet to find a source directly to use to solve the problem on the line. Without their own thinking, with a third party library, out of the question how to do. How to solve.

Do not repeat the idea of making wheels is correct, but I think the following should add a "but you have to know how to build the wheel." Otherwise, you will always be limited by the wheels that others have made, and how to solve the new problems. and blindly use the things of the third party, do not understand its behind the realization, itself to their own growth is unfavorable. Time has become a simple resource, the competitiveness of how to upgrade.

Interview process also encountered a different candidate, some people may be relatively narrow technical, some people have a wider technical side. Not a stick to die said the technical side of the narrow people will not be competitive, if you are in the limited technical surface can be drilled in particular in-depth, it will also win the interview. For example, some candidates two or three years of development experience, may be the main focus on the UI of this piece, but some people on the performance tuning technology to delve deeply. The same write a tableview, others roll up very fluent, your one card. This is the gap, with a technology in-depth, it involves the more things will be, the natural knowledge will be a certain degree of expansion.

3, understand the candidate's career planning

The final part of the interview will usually talk about career planning, and see if the candidate has a clear plan for their future development. When asked about some candidates this question may get only one sentence "I intend to be in the same technology", some candidates will be more detailed, the future is going to be engaged in technology, what to promote. There is no doubt that the second candidate will be better able to convey the relevant information, can be said in detail at least he had seriously thought about this issue. Of course, do not rule out the first kind of people may also think, but not good at expression, but the interview itself is a communication process, if this time can not put their ideas very well presented, and how others can see your bright spot.

4, understand the candidate's motivation for the interview

Usually the first three are passed and ask the candidate a question "What do you expect from this company?" "This question basically makes it possible to know what the candidate's expectations might look like, combining the company's hiring goals and the subsequent development plans to reach a final conclusion."

The interviewer should know what kind of person to recruit. If all you need is a skilled, fast, and reliable person to get the job done, find someone who meets the criteria. Even if he meets a great God-level person, if his expectations don't match what the company can give him, that's just the end of it. Even if you make a big pie in the interview, the candidate accepts it and finds out that it's not this at all and eventually goes. So it is very important to look at the soup, so as not to waste resources.

Written in the last words

The interview process is a proof of the candidate's ability to do the process, through 30 minutes to discover the candidate's bright spot, combined with the candidate's existing work experience, technical strength and development potential of the comprehensive determination of whether it meets the requirements.

The interview process is also a learning opportunity, you can ask some of your own do not understand but interested in the question, if the candidate is familiar with this piece of the son, then you have a long experience. Step back if the candidate is not very clear, but he can express his thoughts and ideas, may also inspire your thoughts, after thinking may also be able to get a satisfactory answer.

Source: The software is how to interview people