Why I won’t hire you – a recruiter’s (re)view of developer candidates. After leading a relatively high number of developer interviews lately I feel like summarizing my experience - the things I look for in the candidates. I’ve been always doing a 3-round interview: - round #1: A 1.5 hour long test along with the other candidates. Some easy factual questions, some minimal coding, some SQL and some requiring logic and deeper thinking. - round #2: a standalone, logically trickier program to code. I’m giving days to the candidates to solve it at home then send in the code. - round #3: a personal interview. Developers who reach this point are mostly technically competent and lack big problems. These are the things I look for: What makes the candidate ‘click’?
By ‘programming’ I mean the urge to find out how things work, to control things, to fiddle with details and inner workings of stuff. Does the candidate seem like a person who feels projects his own? Will he take responsibilty and ‘parent’ his projects? School is important but it will never replace experience. 140 Google Interview Questions | Seattle Interview Coach. World's first augmented reality CV. ITJOBLOG | The blog for IT professionals. I'm just back from judging entries for the CWJobs Augmented Reality CV contest . The idea is that presenting your skills and work history using multimedia technology is more engaging than doing so with a few sheets of A4 paper.
In the judging session, we looked at the best CVs from hundreds of entries, with the winners getting a professional augmented reality makeover for their jobseeking efforts. The augmented reality bit is a neat twist, but I doubt we will see it become a mainstream technique for submitting a CV. At the same time, it seems extraordinary that we are still so reliant on traditional CVs, particularly in the IT industry. My perspective on this is unusual because I'm a technical journalist rather than someone in the recruitment industry.
There is no harm in assuming that the person reading your CV has little time or patience, which means you have to communicate the essentials at a glance. Software: And the Job Goes to ... the Candidate With the Right Keywords. If you're trying to land a job at a large company, your resume will likely be looked at by a machine long before a human being sets eyes on it. That means you'll have to write your resume to cater to keyword scanners or risk being shoved off into the rejection pile. However, remember that it'll still need to make sense to human eyes once it's passed the keyword test. ManageEngine OpManager, a powerful NMS for monitoring your network, physical & virtual (VMware/ HyperV) servers, apps & other IT devices. Deploy and start monitoring in less than an hour. Trusted by over a million admins worldwide. Try it for free.
Wondering why you never get the job despite sending a flurry of resumes that you spent days -- maybe weeks -- perfecting? "Keep in mind; the screening software doesn't have common sense, so it is essential to incorporate a complete universe of keywords around an area of expertise," he advised. Who Is Searching Whom There is no doubt that this is a hiring market.