The essence of job-hopping is to change the growth environment, improve personal ability and gain the workplace return, so we should be more cautious.
Ok, I admit I sent this article to…. in a hurry to try out the Nuggets editor today
Front-end early chat conference, a new starting point for front-end growth, jointly held with the Nuggets. Add Scott WeChat codingdreamer into assembly technology group, yue four special | – front end recruitment interview, 2021-3-20, online live throughout the day.
The live chat the interviewer’s form a consortium, the different team recruitment standards and methods, how to brush the topic as a candidate stage mode, different major technology companies is how to investigate, looking for push or have some experience, headhunters registration stamp: www.huodongxing.com/go/tl22
The text start
The essence of job-hopping is to change the growth environment, improve personal ability and gain the workplace return, so we should be more cautious.
But from the university graduation guidance, to work the first few years, to the side around a lot, in fact, no one more for you to spend several hours, the meaning behind the deep discussion to move it under, from who have decided to, to the planning, to start, to the whole process of selection and induction, pit step by step, also is your trash, Today we’re not going to talk about job hopping, we’re going to talk about some of the little things in your resume that you can add to your resume.
Job hopping is a matter of chance, but resumes are not. CVS are highly deterministic, clear is clear, vague is vague.
Over the years, I’ve sifted through thousands of resumes and mentored hundreds of people’s resumes. I’ve found plenty of common mistakes to make. Here are 10 of them.
The first mistake is the arbitrary format and naming of your resume file.
Like “Li Sheng – resume. PDF” this may be a bit better, there are “front-end engineer.pdf”, [resume. Word], [Li Sheng – resume copy. Candidates may not understand the cost of screening, but this is a resume that the interviewer sees as “not paying attention.”
PDF/Word is recommended, JPEG/PNG is not recommended, Numbers/Key/Powerpoint is not recommended. There will even be [Li sheng. Zip], [Li Sheng. Rar], [Li Sheng.
If the file format is not well handled, there will be garbled, such as some versions of Windows Word, preview on Mac or preview in Intranet resume system, sometimes there may be all or partial garbled, to be on the safe side, try to use PDF format, after completion, Preview them on your computer and on your phone.
The second mistake, Chinese and English spelling mistakes or typography confusion.
PC instead of PC, iPad instead of iPad, jQuery instead of jQuery, MySQL instead of MySQL… As for typography, H2/H3/H5 mixed headings, project descriptions larger than project experience and work experience, and lists of nested disorder, inconsistent… Too many to count.
The following is a screenshot of the resume of a child I pushed to byte before, which is clean and clear for your reference.
Layout can be in both Chinese and English reference here: open. Leancloud. Cn/copywriting… Or refer to this article.
The third mistake is forgetting or writing the wrong phone number or email address.
When I met multiple candidates, I wrote wrong email or forgot to write, and wrote wrong phone number or forgot to write, which led to the failure of HR telephone and email.
Fourth mistake: missing, miswriting or conflicting work experience.
For example, I graduated in July 2017, but I started to write my work experience in October 2018. After graduation, more than 1 year is blank. I stayed in school for a year after graduation, I did other industries for a year, I was unemployed for a year, I was part-time for a year Interviewers don’t have the patience to guess, and sometimes they just have to put the resume on hold.
For example, I worked in A company from July 2017 to July 2020, and I worked in B company from January 2020 to March 2021. There are 7 months overlapping in the middle. Is it wrong to write that there are two jobs in the middle or that A/B company is two subsidiaries of the same company
For example, the development timeline of the project does not coincide with the timeline of work experience. As for the work experience, please fill it truthfully and do not falsify it. It is necessary to fill it carefully.
In addition, the writing of work experience can be simplified, which is mainly to mark when and how long you worked in the company. If there is any significant promotion or commendation, it can also be included. For example, this is the resume screenshot of a boy in my former team (the company name is pseudonym) :
Fifth, forgetting your age or educational background or intentionally leaving it out.
Some children’s shoes, feel yourself getting big (31), or feel bad education background (e.g., college, or 2), will be on your resume deliberately not fill in the year of birth or age, experience or education do not fill in, or put the education experience with minimal words, write a resume of the most in the end, this is not recommended, First of all, leave the impression of “smart” and “not confident” to the interviewer.
Suggest truthfully fill in, if not appropriate, then from the CV screening don’t have to waste their time on both sides behind at this moment, if appropriate, also won’t because of the fill in, and give one candidate a thorough negation, the world is not black and white, the growing experience of each individual candidates are unique, as above said, job-hopping is a chance, You may meet a very senior interviewer, you may meet an interviewer who is very disrespectful to the candidate, but in any case, you need to be honest on your resume. This is also a way to directly face your past experience. If you can face your past objectively and boldly, you will win at the starting line.
Some children will worry that if they don’t hide in this way, they will not get the interview opportunity, but can they get the Offer by hiding in this way? Maybe from some small probability, for example, some small and medium-sized factories are not particularly standardized teams, maybe they turn a blind eye, but for large and medium-sized factories, the chance of winning is lower.
Mistake number six, putting up poorly maintained blogs /Github/ Nuggets etc.
Some children only Fork other people’s projects and small demos written by themselves on Github. There are only a few scattered articles on their blogs, or they may post social media homepage such as Weibo /B, but there is no content in it. Then they say in their personal comments that they like social contact, are passionate about products and have good learning habits. The first thing the interviewer sees is that “even the most basic objective evaluation of their own awareness is not very good”, if put on the resume, must be put can withstand the challenge, put others in front of the eyes, put their long-term business and precipitation of content, so that will bring extra points, otherwise will only deduct points.
Mistake number seven: write the project name but not the business description.
Some projects are easy to understand its business, especially the infrastructure projects, such as H5 visual building platform, while some write an H5 mall, can not see what industry, who the users are, the general functions of the project, can not predict the complexity of the project.
Or the project introduction to write a long paragraph, more than four or five lines, a project generally two lines can describe its positioning and the general scene, if the writing is too much, it indicates that the project candidate may not be familiar enough to describe it succinctly.
If the business behind the project is sensitive, you can also describe the role and content of the project from a technical point of view, as shown below:
There are many other mistakes, this article is written here, according to everyone’s comments, and then the appropriate selection of supplement.
The first speaker, who is responsible for the architecture of the Multidimensional Tables team at Bytefly book – Zevo, shared the topic:
How to Be a Byte Interviewer’s Favorite
Lecturer joined Qihoo in 2014, worked in 360 search fiction team, as the main person in charge of front-end development of novel search channel; 16 years to follow the team to start a business, as the front Leader; He joined Bytedance in nineteen nineteen, and is now working in the architecture related work of Feishu Multi-dimensional table team, responsible for the design and development of important functions and architectures of Feishu Sheet and Bitable multi-dimensional table.
The purpose of this sharing is to analyze from the perspective of interviewers, what qualities interviewers expect candidates to possess and what abilities they can demonstrate, as well as why they need or value these abilities. Combine the resume, interview questions, interview process and other aspects of the discussion, output some of the interviewer’s views and feelings, and share some practical skills to help some candidates grow.
What is the interviewer looking for in a candidate? How to improve your technical ability? How to write a resume? What on earth will the interviewer be looking for? Some interview tips
The second lecturer, Kaka, is a senior headhunting consultant with over one million personal achievements. She shares the topic:
“How to identify good headhunters to move to big companies“
The lecturer has been engaged in headhunting for more than 3 years. Now he is working in zhejiang Top1 Headhunting company in the Internet field, and is fully responsible for talent recommendation in the big front-end field. Has recommended more than 1200 candidates, and achieved personal achievements of more than one million.
At present, I mainly focus on hangzhou and Shanghai market and lead the team to focus on the big front-end field. Provide resume modification, job matching, interview counseling, interview feedback follow-up, salary negotiation, career planning analysis and other comprehensive services to help candidates get more satisfactory offer in the right position.
The main content of this sharing is to discuss: 1. What kind of career change can an excellent headhunter help candidates achieve 2. How to judge whether you need to find a headhunter, and what kind of headhunter to find 3. How to judge the degree of reliability and matching of headhunters, what is the risk of bad selection 4. How to accurately express their career aspirations in communication with headhunters 5. Blind spots and pits that front-end candidates often encounter in job-hopping
The third lecturer is Zongyu, leader of the front team of Hema Box Explosive Team. The topic to share is as follows:
How to Test a Candidate’s Skills with a Programming Question
The lecturer has worked in Ali for 7 years, and has experienced B2B, Ant, Hema and other BU. He is the promoter of Ali Node.js technology and a core member of Egg.js. To create the ultimate business efficiency and user experience, currently with a team of 35 people, 30 people will be recruited this year.
The share content is based on an open-ended interviews, different people will have what distinction, which realize the interviewer how according to the degree of implementation, to see the depth of the candidate’s technical level, and is on the basis of this interview question, to have more reference to the candidate job-hopping to prepare the content, the written test to their thinking and the orientation of technological learning.
Lecturer’s Technology Stack:
- Wechat, Dingpin small program /H5/PC background
- React and Supporting Community Project (REdux/RXJS /…)
- Nodejs (egg.js system)
- LowCode/NoCode direction, IDE direction
- Data visualization
- Interactive UI direction (similar to Siri, Microsoft Xiaoice)
Commercial products & Open source works of lecturers’ team:
- Hozuosha (new intelligent retail media Creative Production platform) :rexmedia.hemaos.com/
- Editor framework INK
- Smart layout engine Wink
- Rex-graphics-engine is a custom rendering engine
- REX Design for OS:developer.aliyun.com/article/779…
- Universal – API (small program API cross-end solution) : universal-api.js.org
- Form-render: github.com/alibaba/for…
- High-performance React table component: ali-react-table.js.org/
- React Status management library: czwcode.github. IO /rdx-doc/
The fourth lecturer, bytedance Happiness Team History, shared the topic:
How to Increase the Success Rate of Big Factory Interview
The lecturer has a bachelor’s degree in mechanical engineering and automation, and taught himself programming. He entered the front end industry at the age of 28. After working in two outsourcing companies for 3 years, he joined the front end team of Bytedance Happiness.
Huawei Cloud community 2018 special Contribution Award winner, zhihu [Huawei Homebase] official number guest column writer, xi ‘an Jiaotong University aerospace School external software technology expert, published more than 100 front-end blog posts in major technical communities. Currently, I am mainly responsible for the business promotion of multiple products and the implementation of engineering infrastructure construction of The front end team of Linlinli.
The main content of this sharing is the underlying logic of the lecturer’s career in the face of key choices, efficient learning methods at the bottom of the box (mnemonics, mind mapping, fast reading, monthly reading and other skills) habit formation methods and learning materials recommendation. Talk about how to prepare for the interview in a structured way from the interviewee’s point of view (mentality building, precautions, basic strategies, execution plan, etc.)
The fifth lecturer, Xue Zu, is the front-end leader of Ali Cloud high availability architecture team. The topic to share is:
How to Test Node.js and Engineering Capabilities of the Front-end
The lecturer has worked in Ali for 7 years. He is one of the earliest technical experts in Ali who deeply practiced Node.js in front-end engineering and business production environment, and is also the core contributor of egg.js ecology. He interviewed more than 200 candidates and managed 10+ pure R&D teams.
Is mainly responsible for the high availability of core product research and development, such as infrastructure provides a highly available architecture, deal with the double peak flow, including the full link pressure test, capacity planning, access control, current limiting relegation, traffic scheduling, etc., through the offensive and defensive drills, environment normal stability security technology such as isolation, business reconciliation, exposed to risk in advance, low-cost discovery system hidden trouble, Through the construction of same-city active-active, off-site multi-active and unitary systems, support the minute-level failover of Alibaba e-commerce links to ensure the stable operation of businesses.
This time, as a senior interviewer, how to evaluate the node.js ability of front-end candidates. For a front-end candidate who has worked for more than 3 years, whether to master Node.js and to what extent, and to what depth in programming model/paradigm, systematic thinking and engineering ability. We will also share with you some ideas and methods of learning Node.js from xiao Bai and practicing Node.js in work.
How to Test a Candidate’s Skills with a Programming Question
The lecturer has worked in Ali for 7 years, and has experienced B2B, Ant, Hema and other BU. He is the promoter of Ali Node.js technology and a core member of Egg.js. To create the ultimate business efficiency and user experience, currently with a team of 35 people, 30 people will be recruited this year.
The share content is based on an open-ended interviews, different people will have what distinction, which realize the interviewer how according to the degree of implementation, to see the depth of the candidate’s technical level, and is on the basis of this interview question, to have more reference to the candidate job-hopping to prepare the content, the written test to their thinking and the orientation of technological learning.
The sixth lecturer is Shan Dan, head of the front-end architecture of Dingding Workbench. She shared the following topics:
How to Investigate School Recruitment Candidates and Talk about Architect Learning
As a senior interviewer, the lecturer saw too many students’ curiosity and enthusiasm for the front-end industry, as well as many cognitive biases behind the school recruitment. This time, I would like to share with you how we evaluate students who lack social participation and work experience in Ali in terms of technical basis, personality and learning ability. As an on-campus student, you can make full preparation according to the recruitment standards of big factories. At the same time, considering that many candidates for the front-end architect is full of curiosity and yearning, but for the architect’s work content and ability request is poorly understood, lecturer will also talk about the front-end experts or architect on children’s shoes go learning growth path, for school recruit students, which we may meet after work, what changes may occur, such as how to deal with.
The seventh lecturer is Rui LAN, head of user growth platform group of Ant Group-RichLab. He shared the following topics:
How to Make Achievements and Highlights in Teams and Projects
Lecturer into Ali for 4 years, with a team of 10 people, and then recruit 40+ people.
As a senior interviewer, the lecturer saw too many project highlights on the resume of children’s shoes. It is not only the method of resume packaging, but also the past years of work, failed to study and precipitation from the business and project content enough to impress the interviewer.
This sharing is from a company employee (future potential candidate) from the perspective of analysis, based on the team, technology and business thinking, step by step, how to in the team, to make more technological achievements, outstanding more highlights, behind these tools/systems from the methodology and practice level, as an ordinary children’s shoes, can step by step, how to do, From the accumulation of daily work to job-hopping resume writing skills, how to increase their resume review and the probability of entering a large factory.
The 8th lecturer is a member of bytedance Web Infra team. He shares the topic:
How to Judge the Match between Pit placement and Personal Development
Lecturer 07 began to contact the front, have already 13 years, interview candidates, more than 400 people, in his years of the interview process, found that many candidates have not carefully thought about what is suitable for their own space, and how to judge the other team’s pit matching degree between personal development, share the key to explore the topic.
The ninth lecturer, Geng Xiao, head of Alibaba.com’s front department, shared the following topic:
Detailed explanation of Alibaba.com front-end interview standards and procedures
The lecturer joined Ali as a fresh graduate in 2009 and has been working in Alibaba.com business. In 2017, he began to take charge of the whole front end department and support the whole Alibaba.com business. Alibaba Group’s cash cow, the group leading in performance growth, and its international team serve buyers in more than 200 countries and regions around the world. At the same time, AS the no.1 technology of video, communication, exhibition and other businesses, I have promoted the no.1 technology by BU for many times.
The team’s open source works include LightProxy (network debugging agent tool), F2etest (multi-browser compatibility test overall program), UIRecorder (front-end UI recording and automated regression testing tool), AList (Alibaba unified list program), Formily (Alibaba unified form scheme), Egg-Spark (EggJS streaming rendering scheme) and so on.
The content of this sharing mainly focuses on the front-end interview standards of the international station, the definition of levels, the direction and depth of investigation, and the introduction of the process. Through specific cases, we can understand the background and characteristics of the candidates interviewed by lecturers in recent years (education background, experience, stability, technical enthusiasm…). In multiple rounds of interviews at different levels, in terms of technology, project, business and other aspects, how to evaluate candidates, which abilities are valued, and what criteria are used to judge whether candidates are suitable. At the same time, more suggestions will be given to candidates, such as:
1. What should I value and deliberately train during the years of work experience before joining the team? 2. What do you need to prepare and consolidate in the months before the interview? 3. What do you need to pay attention to during the interview? What do you recommend you spend your time on? What books do you recommend
The 10th lecturer is the leader of the ground network and platform front end team of Ant Group.
How to Interview candidates for Ant Experience Technology Department
The lecturer joined Alipay in 2011, and is currently working in the front end team of The Ant Experience Technology Department (Yubo Team) in charge of the business of Alipay’s ground network and CTO line. Specifically responsible for: The leg-ground network of Alipay, the money bag of Alipay, the financial core, the customer service system of Alipay, the intelligent service, the ant chain of Another Ant Group, the r&d efficiency/credible original, and the core business of financial cloud, the pacesetter of financial industry to IOE, are all needed by engineers. At the same time, it is also technically responsible for the construction of the whole Ant’s mid-background front-end research and development system, including Umi/Bigfish RESEARCH and development framework, Ant Design/TechUI component library, AntV/L7 geographic visualization, Qiankun micro front-end, Ahooks, etc.
The content of this sharing mainly focuses on the investigation of the first, second and final interviews of ants, the performance and routine of the interview, some Good/Bad Cases, as well as what kind of talent traits, technical routes and career planning will be welcomed by big factories.