Here is some tips before you are going to interview new candidates:
Reading the resume, you can get a overview of the candidates. More detailed:
Check the differences between his Chinese and English resume, you could figure out his English level and make a rough judgment that whether he hired somebody to finish his English resume. Furthermore, is he honest?
The background shows his working experiences. Be careful when you found out the candidate changed his working company frequently.
In general, “Master of something” means he could use it. Don’t be panic when you met a Java/J2EE guru, your working experience could fill the gap.
From the highlight points in the resume, you can guess the expectation of the candidates.
From the format (font, color, bold, underscore, and so on), you can roughly know whether his style, cautious? Directive? Careless?
Find out one or 2 technical topic from his resume, for example, the candidate is familiar with JSP development, J2EE might be a good start. The topics should be discussed during the interview (it depends on the actual situation, not mandatory).
Try to understand what he has wrote in the resume, organization skill is shown in the daily work. We can consider the resume is the only window of the candidates. From the content, you may guess what really happened in the candidates’ working experience. For example, a totally developer could never write down the works of a project manager even though he marked him as a project manager in the resume.
<br/>1.We are trying to find somebody “capable” to do the work, not “able” to.<br/>2.Honestness is the only way to gain trust from others. <br/>3.For candidates, his learning skill is more important than his skills of resolving problems.<br/>4.As an interviewer, you can control/hold the rhythm of the whole interview. Don’t afraid of any question, be honest to yourself and your interviewee. Don't pretend to know what you don't know, ask your interviewee to explain his special area if you were not familiar with.<br/>5.Challenges will show more than you imaged, push the interviewees into corner, observe how do they handle the critical/emergency cases.<br/>6.Be neutral, you are finding candidates for your team, not for you.<br/>7.NO judgment during whole interview. NO promise during whole interview.<br/>
<br/>1.Book a meeting room. Phone-room leads the interview unofficial. 2 hours is enough, one hour for face-to-face discussion, another hour for paper testing (you can drop the paper testing if you 2.were sure the interviewee did not match your requirements.).<br/>3.Call the interviewee (our assistants could help you), make sure the reservation is also suitable for the interviewee. DO NOT use email or SMS.<br/>4.Print out resumes. The candidates might forget his resume (ask why).<br/>5.Print out the test papers, one for developers, another for testers.<br/>6.Bring an extra pen in case the candidates forget tools.<br/>7.Be familiar with our organization and our business.<br/>
<br/>1. Temporary badge is necessary for interviewees.<br/>2. Welcome: introduce yourself, and ask the interviewee to introduce himself.<br/>3. Make a short description of our organization.<br/>4. Ask the interviewee to describe his working experience.<br/>5. Ask and ask, try to explore more.<br/>6. Paper testing (if necessary), highlight it is time limited. And ask the interviewee to answer the questions as many as possible.<br/>7. Collect paper and say goodbye. Lead him to the elevator or front door.<br/>8. Temporary badge should be returned.<br/>
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