March 3, 2011 at 19:36In the process of job search
Greetings, habrayuzery.
Recently I happened to look for a new job. This means that I had to attend a lot of interviews, and therefore I would like to share my experience, express my observations and comments on the entire process of hiring employees. I hope that in the post will find something useful and those who are looking for work, and those who are looking for a new employee.
In general, a job search begins with viewing and selecting vacancies. I think for an IT specialist in a hundred percent of cases - these are sites like HH.ru. A few comments on this.
From my personal experience, I got the impression that it’s less effective to leave an application such as “Respond to a vacancy” on such sites than to send a resume directly to e-mail. In addition, everyone has a resume in doc or pdf, but you still need to register on sites. If the vacancy does not contain a contact address, look at the company's website and look for the same vacancy on other sites. For example, in My Circle, where specific people are already posting vacancies, from whom you can always find the desired postal address.
Each of us, reading requirements in vacancies and the specified salary, "tries on" everything on ourselves. Advice - even if you understand that (a little) do not pull on the stated requirements or salary, it is still worth submitting a resume. “Ask for the impossible - you will get the maximum .”
To the employer: be sure to reply to letters. Even if the candidate did not suit you. It’s not so difficult to write two or three lines. This leaves a more positive impression of the company than a lack of response. Moreover, the latter can be interpreted as you like: the CV did not reach, or the CV came, but was not considered, or the CV was considered, but the candidate did not fit.
So, you were invited for an interview. The first impression of the company is HR. Personally, I react very sharply to this person. After talking with HR at some companies, I realized that I didn’t want to continue. For example, at least say hello to a candidate with a smile . Seriously. Also, a really good HR will certainly tell you about the company, in connection with which a vacancy is open, what conditions are offered, and will ask you to ask him questions.
Next is a technical interview. Typically, this is a project manager or one of the leading developers (sometimes together). It’s good when the company representative again talks about the company itself, about the vacancy, with a more technical bias, and answers your questions at the end of the interview. At the interview itself, you need to give the opportunity to reflect on the answer, if the candidate in the process of thinking asks questions, answer them. It is impossible to know everything, something can be forgotten, but to think and come to an answer is valuable. You can ask leading questions. And it’s better not to be confused with phrases like “What-what?” Are you sure? ”Or“ But I don’t know :) ”, the interview is already a tense thing.
From personal - I don’t like it, when already at the interview they make it clear that they are ready to tear you off with your hands. Well, it’s just not interesting :). I also consider it incorrect the question of the level of wages in the previous place. If only because this level due to various circumstances may be lower than the level of knowledge (I know enough examples).
During the interview, especially with managers / developers, ask as many questions as possible. You have to work with these people . The most unexpected for everyone was the question “What do you dislike What would you improve in your company, in your work?”.
Also, as an additional selection, candidates may be asked to complete a test task. Both before the interview (entrance control), and after. What upsets - sometimes the "input" test items are sent without regard to the vacancy and resume of the candidate. To be honest, getting a job for a 3rd year student, taking a job as a junior, the desire to get involved further disappears.
Acquaintance with the company begins with HR, and HR ends. Following the results of the interviews, I accepted one of the proposals. Accordingly, other companies wrote refusals, explaining the reason and thanking for the time and attention. And somewhere, I was at the stage of the test task, somewhere I had ready-made proposals. And I didn’t think that the reaction is so different. From silence in response (again, is it difficult to write a few lines?), To questions about the reasons for the choice, the wishes of professional success and the offer of a higher salary. What do you think, if someone later asks me “What about company Z?”, About whom I will express my best opinion ? ..
The main idea that I would like to convey to those who are looking for employees is to be attentive to people. Yes, there can be many candidates. But then you and the relevant specialists have. The opinion about the company remains good if at all stages the candidate is treated as the only one , and not as someone from the crowd (letters without appeal by name are not uncommon). To some extent, the company's attitude towards candidates can be extrapolated to the attitude towards its employees.
For jobseekers - take job search seriously, like work. Starting from the selection of vacancies and the distribution of resumes, and ending with the interview and assignments. And again - be courteous with people. Do not disappear, do not be late and do not delay the deadlines, otherwise, at least warn.
Recently I happened to look for a new job. This means that I had to attend a lot of interviews, and therefore I would like to share my experience, express my observations and comments on the entire process of hiring employees. I hope that in the post will find something useful and those who are looking for work, and those who are looking for a new employee.
Contact
In general, a job search begins with viewing and selecting vacancies. I think for an IT specialist in a hundred percent of cases - these are sites like HH.ru. A few comments on this.
From my personal experience, I got the impression that it’s less effective to leave an application such as “Respond to a vacancy” on such sites than to send a resume directly to e-mail. In addition, everyone has a resume in doc or pdf, but you still need to register on sites. If the vacancy does not contain a contact address, look at the company's website and look for the same vacancy on other sites. For example, in My Circle, where specific people are already posting vacancies, from whom you can always find the desired postal address.
Each of us, reading requirements in vacancies and the specified salary, "tries on" everything on ourselves. Advice - even if you understand that (a little) do not pull on the stated requirements or salary, it is still worth submitting a resume. “Ask for the impossible - you will get the maximum .”
To the employer: be sure to reply to letters. Even if the candidate did not suit you. It’s not so difficult to write two or three lines. This leaves a more positive impression of the company than a lack of response. Moreover, the latter can be interpreted as you like: the CV did not reach, or the CV came, but was not considered, or the CV was considered, but the candidate did not fit.
Job interviews
So, you were invited for an interview. The first impression of the company is HR. Personally, I react very sharply to this person. After talking with HR at some companies, I realized that I didn’t want to continue. For example, at least say hello to a candidate with a smile . Seriously. Also, a really good HR will certainly tell you about the company, in connection with which a vacancy is open, what conditions are offered, and will ask you to ask him questions.
Next is a technical interview. Typically, this is a project manager or one of the leading developers (sometimes together). It’s good when the company representative again talks about the company itself, about the vacancy, with a more technical bias, and answers your questions at the end of the interview. At the interview itself, you need to give the opportunity to reflect on the answer, if the candidate in the process of thinking asks questions, answer them. It is impossible to know everything, something can be forgotten, but to think and come to an answer is valuable. You can ask leading questions. And it’s better not to be confused with phrases like “What-what?” Are you sure? ”Or“ But I don’t know :) ”, the interview is already a tense thing.
From personal - I don’t like it, when already at the interview they make it clear that they are ready to tear you off with your hands. Well, it’s just not interesting :). I also consider it incorrect the question of the level of wages in the previous place. If only because this level due to various circumstances may be lower than the level of knowledge (I know enough examples).
During the interview, especially with managers / developers, ask as many questions as possible. You have to work with these people . The most unexpected for everyone was the question “
Also, as an additional selection, candidates may be asked to complete a test task. Both before the interview (entrance control), and after. What upsets - sometimes the "input" test items are sent without regard to the vacancy and resume of the candidate. To be honest, getting a job for a 3rd year student, taking a job as a junior, the desire to get involved further disappears.
Acquaintance with the company begins with HR, and HR ends. Following the results of the interviews, I accepted one of the proposals. Accordingly, other companies wrote refusals, explaining the reason and thanking for the time and attention. And somewhere, I was at the stage of the test task, somewhere I had ready-made proposals. And I didn’t think that the reaction is so different. From silence in response (again, is it difficult to write a few lines?), To questions about the reasons for the choice, the wishes of professional success and the offer of a higher salary. What do you think, if someone later asks me “What about company Z?”, About whom I will express my best opinion ? ..
Briefly
The main idea that I would like to convey to those who are looking for employees is to be attentive to people. Yes, there can be many candidates. But then you and the relevant specialists have. The opinion about the company remains good if at all stages the candidate is treated as the only one , and not as someone from the crowd (letters without appeal by name are not uncommon). To some extent, the company's attitude towards candidates can be extrapolated to the attitude towards its employees.
For jobseekers - take job search seriously, like work. Starting from the selection of vacancies and the distribution of resumes, and ending with the interview and assignments. And again - be courteous with people. Do not disappear, do not be late and do not delay the deadlines, otherwise, at least warn.