A senior person from Silicon Valley Company talks about the interview process of Silicon Valley Company.

A senior person from Silicon Valley Company talks about the interview process of Silicon Valley Company.

A veteran of a Silicon Valley company talked about the interview process of a Silicon Valley company. Interview is the key to our successful job search, but for the newly graduated students, they don't know much about the interview process. Let's take a look at a veteran of a Silicon Valley company talking about the interview process of a Silicon Valley company.

A senior person from Silicon Valley Company talks about the interview process of Silicon Valley Company 1. In Silicon Valley, the easiest opportunity to recruit people is the recommendation of acquaintances. So-and-so in the target company is your friend, and you ask her to give you an internal recommendation. About 60-70% of Facebook employees are employed in this way. I interviewed one of the earliest engineers in China on Facebook for internal recommendation.

The relative cost of acquaintance recommendation is low, whether it is a friend or a company applying for a job. For job seekers, you can know the real situation inside the company through acquaintances; For the company, the recommendation of acquaintances is an endorsement of the quality of job seekers. Because of this, I received more than 200 recommendation requests, but I decided not to recommend 100, of which 12 friends succeeded, and each successful recommendation company gave a bonus of 5,000 yuan.

Employees recommended internally should screen their own recommendations, not just push one for recommendation bonus; Otherwise, your reputation will rot soon.

The following is a story of myself. My first job was to interview Taurz, the technical director of Yahoo's data mining department, at the KDD conference in Chicago in 2005.

During the free time of the meeting, I wandered around the exhibition hall and chatted with all the booth people. After a few words, I mentioned that I was looking for a job and asked them if there were any suitable opportunities. After arriving at the exhibition hall of Yahoo, we chatted with the technical director for a while, and then we went to the lobby of the hotel to find a clean floor and sat down for an interview.

The design of the algorithm discusses several big problems, and it seems that he is quite satisfied. Then he asked one of his engineers to do a telephone interview the next day and asked me to fly over. What I want to say here is that if you want to find a job, try to understand the activities and places of your "future colleagues and future bosses", make them interested in you, and then make internal recommendations through them.

Other ways to compare routines, such as centralized interviews on campus, completing puzzles and submitting resumes through websites (the success rate is extremely low), have been found excellent in various programming competitions.

There are also people that the company actively digs out, belonging to high-end talents. I dug some senior engineers; These people tend not to move easily. If you are such a person, congratulations, you don't need to read this article.

Process:

Most companies' processes are due to the above channels (internal recommendation, school interview, website application, etc.). ) They begin to be interested in a resume, then ask the recruiter to contact them for a thorough telephone interview, then 2-3 telephone interviews, and finally interview 4-6 people on the spot. Most companies are in the first round.

Telephone interview for recruiters

This understanding is two-way. Talk about candidates' experiences and backgrounds, their interests, why they changed jobs, and what special requirements they have for this job. Tell me some basic information about the company, especially the company culture, vacant positions and basic requirements for interviewers.

Telephone interview

Usually 30-45 minutes. I usually spend 40 minutes asking the other person to do two questions, and then 5 minutes asking her questions. Usually after I finish the first question, I will ask myself if I want to do the second one. Anyway, I will definitely take five minutes to ask some questions about Facebook. This is the minimum respect for each other.

Because it's two questions in 40 minutes, it can't be too complicated. Generally, it is a centralized programming without too many challenging design problems. For example, reverse a single linked list, which can be written according to the requirements of itereative or recursion, and many questions are asked in the middle. Through websites like http://sync.in/,, we can see the words typed by both sides.

After the first telephone interview, I need to write my feedback in an internal tool, and I can suggest what I can pay more attention to in the next telephone interview.

location

Generally, I met four people (10 people in Oracle Bone Inscriptions in 2005 …), each of whom lasted for 45 minutes. Among them, 2.5 people will focus on coding, 0.5 people will visit cultural fit, and 1 people will focus on design. Typical coding problems should be found on the internet, so I won't mention them here. But pay attention to whether everyone can adapt to whiteboard coding, and it is best to practice in advance.

Cultural fit is to find out the style of her work by asking the other person about her previous experience and problems she has solved. The last judgment we want is whether she can finish the task.

The design is mainly the design of a large system, such as how to make Facebook news feed, how to realize it, what construction is needed, and how to transmit data; What are the advantages and disadvantages of your design and so on. Everyone has different ways, which is ok, but the communication between them can reflect the thickness of some design ideas, which is the purpose of the interview.

The weight of the design ability test is different for different positions, such as more back-end and less front-end; Just baked from school is relatively light, and baked for many years is relatively heavy.

Everyone who takes part in the interview should give the candidate an evaluation: strong employment, employment, weak employment, weak rejection, and rejection. Strongno doesn't hire. I usually ignore all the weak options, and my philosophy is that I don't need mediocre colleagues; The weak option is only used when I am mistakenly put into an interview cycle that I shouldn't have come, so it is rarely used.

Pay special attention to' aspects:

English

Recruited directly from the mainland, the biggest problem is English. I interviewed the first few. Halfway through the telephone interview, I really couldn't understand what he was saying, so I finally had to let him start speaking Chinese. Wow, it's much smoother. It is suggested that friends who are interested in working in the United States practice their spoken English first.

procedure

For engineers, the most work is programming. So, practice programming. Because the interview questions have a time limit (20-25 minutes), there are specific tools (sync.in or whiteboard), and there are still some differences from the actual programming, so it is necessary to practice.

Know the company in advance.

Get some basic information to let you know why you are interested in this company. Any suggestions for the company's existing products, etc.

Prepare your own story.

A true story can let the interviewer know your story quickly. For example, the project you are most proud of, the specific contribution you made in it, the biggest resistance you encountered, how you solved it, and so on. There are many lists of questions for middle and senior marketing talents on the Internet, but what I am talking about is that I can integrate my own story and tell it at the right time, which is flesh and blood and convincing.

An executive of a Silicon Valley company talked about the interview process of Silicon Valley Company 2: "Compare the job requirements of the company with the candidates, not with the candidates." This is the general principle of the interview. Now most enterprises do not follow this principle, but do whatever they want. How can you do whatever you want? If someone comes for an interview, the human resources department will briefly understand whether the interviewer is suitable.

The catering industry does face the problem of difficult employment, but sometimes this kind of extravagance not only can't keep people, but also increases the cost of enterprises. Therefore, in the interview process, we should not only deeply understand the interviewer's background, but also test the interviewer's ability on the spot during the interview process. Only in this way can we know whether the candidate and the enterprise match.

Is the process of your job interview correct?

The interview includes the following contents:

(1) Identify interview candidates

After the company announces the recruitment information, there will be a large number of applicants. The more candidates, the wider the choice. The personnel department selects candidates according to the cover letter and resume received. Because of age, sex, education, marital status, work experience and other reasons obviously do not meet the conditions, according to the first category excluded. Inform the applicant to take the knowledge test in proportion.

The written test questions should have general quality problems and should also include professional quality evaluation. According to the test results, choose the best candidate. Applicants who meet the interview requirements must fill in the (handwritten) applicant registration form, through which the company can obtain the background information of the applicant.

(2) the setting of interview environment

The choice of interview room should first pay attention to the atmosphere and determine the interview location according to the interview method. If the individual interview can choose a smaller space, the interview should have more space; Secondly, the interview place needs to be quiet, comfortable, well-lit and closed, and cannot be held in someone's office. Try to stay away from other people in the interview and don't answer the phone, so as not to distract the candidate.

The arrangement of interview places should take into account the psychological pressure of candidates and get rid of excessive psychological burden, but pay attention to moderate environmental pressure, which is also an aspect of testing candidates.

(3) the choice of the interviewer

Choosing a qualified interviewer is the key to the success of the interview, because the quality, personality and working ability of the interviewer will directly affect the quality of the interview. The lack of qualified interviewers has become the biggest constraint in the recruitment interview of enterprises in China.

The long-term unified recruitment policy makes enterprises lack the training and absorption of human resources development talents. In order to improve the interview quality, it is necessary to strengthen the training of talent experts. When recruiting key positions, external experts must be hired to work together.

(4) determine the interview method

Interview methods can be divided into the following categories:

(1) Personal interview and group interview;

(2) One-time interview and gradual interview;

(3) unstructured interviews and structured interviews;

(4) Regular interviews and situational interviews.

The arrangement of interview methods should be determined according to the size, organizational structure and the importance of the position applied for.

(5) Design the outline of questioning.

When it comes to problem summary, we should pay attention to the following aspects:

Questions should be popular, concise and powerful. Interview questions should be easy to understand first, and don't use remote words.

Words and phrases that are too professional for candidates to understand. Research shows that the time of problem description should be 45.

In a few seconds, preferably about half a minute, not more than one and a half minutes.

The arrangement of questions should be as simple as possible before the difficulty. Interview questions should be easy before difficult, concrete before abstract, and first

The principle of "macro first, then micro" is beneficial for candidates to gradually adapt, broaden their thinking and enter the role.

(6) Ask questions flexibly according to the interviewer's questions and answers.

Although the key questions in the interview are usually prepared in advance, the interview questions are not limited to the existing questions, but can be asked flexibly around the specific interview purpose and work ability according to the candidates' answers.

(7) Avoid directly asking candidates to describe their abilities or personalities.

In the interview, every candidate always wants to show his good side. Therefore, it is difficult to get the real answer if you directly ask the candidate whether he has certain ability. A better way is to ask behavioral questions, so candidates must tell their own experiences to prove their answers.

Although I said some interview pits and answers, don't be afraid to find a job or jump ship. Everyone has been through this step. Summary: think about the main points of your resume and the advantages of your ability. Then summarize them into one sentence, and then highlight your resume as a structural design. Be sure to know the industry, company and position before the interview.

In the interview, according to your job responsibilities and requirements, show the interviewer that you are "capable", "willing" and "able to work in this position for a long time". At the same time, show the interviewer that you are not only a qualified candidate, but also a good colleague and partner.

The magic weapon of your last interview-self-confidence. As long as you show yourself confidently, there will be development opportunities suitable for you. Whether it is the current enrollment rate, the first few years of my career, or my later life.