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I see a lot of CVs monthly, and I also supervise technical interviews. #100DaysOfCode
A
on Interview tips.
A
on Interview tips.
The First subject we see is University career (complete or incomplete) . Where did you study? How long did it take you?
A college degree is very important to have solid grounds.
A college degree is very important to have solid grounds.
Second is experience. How long did you work on each job. A Job hopper is always a red flag. Also people unemployed in programming for too long is also a warning (be prepared to justify the halt / For example: To finish studies. To become a full time parent etc.
Third is output. What have you changed in past jobs. It must be measurable, and you should brand yourself as an agent of change.
"I increased tests baseline 105"
"I increased tests baseline 105"
Fourth is attitude, curiosity towards new job (always do a small research) and the company.
It is just enough to do a basic web research
It is just enough to do a basic web research
Fifth should be Problem Solving background (no, languages and frameworks are not important yet).
How you solve a problem? How is your resilience towards uncertainty, etc
How you solve a problem? How is your resilience towards uncertainty, etc
Sixth would be the part where I tell you development and deployment process. Leaving uncomfortable silences to see if you are curious or just bored.
Seventh: Attitude. A few weeks I interviewed a candidate with strong background, but he yawned several times.
No bored gurus please.
No bored gurus please.
Eight: Are we going to talk about languages and frameworks? Not yet.
We talk about architecture (even with juniors), software design and common patters.
'I don't know' is a perfect valid answer.
'I know just a bit' usually shows insecurity and is a flag
We talk about architecture (even with juniors), software design and common patters.
'I don't know' is a perfect valid answer.
'I know just a bit' usually shows insecurity and is a flag
Ninth: I describe the candidate all the team roles. Explain that software is a group activity. If I get the candidate just wants to work alone is also a flag. Communication is VERY important
Tenth: I show the candidate a typical day of work. This sets expectations.
I describe a REAL situation and how she/he can improve our work.
I describe a REAL situation and how she/he can improve our work.
Eleventh: The tricky question.
Why are you leaving your actual job and how much time to notice you need?
An employed candidate who wants to work with me tomorrow will also leave me with this short notice
Why are you leaving your actual job and how much time to notice you need?
An employed candidate who wants to work with me tomorrow will also leave me with this short notice
Twelve: Now we are here.
Which technologies do you use and where would you like to be a year from now.
I'll stop here. Next thread would be on CV tips:
1 - Tip1: Upload you whole CV to @linkedin
2 - End of thread
Which technologies do you use and where would you like to be a year from now.
I'll stop here. Next thread would be on CV tips:
1 - Tip1: Upload you whole CV to @linkedin
2 - End of thread
