I will focus on “.NET interviews” mainly but you can generalize easily. The pattern will be same for any technology domain. Here what I am trying to depict is from an employer point of view i.e., what the company is expecting from you at the time of interview. I stress small to medium size companies.
HR recruitment Process
“Employers want Quality, not quantity”
HR department will assign a person as interviewer only if a person is capable of doing that job. Today’s HR will not recruit any tom-dick-or-harry because a bad recruit is a waste of money for the company and each stakeholder involved is answerable to the management.
A typical life of an vacancy will be:
Below are few points most interviewers will expect you to do.
- Claim only what you own
- Do not blame your past employer, process, technology, clients or the job
- You should have a passion towards the job
- You should know the Job Description
- Knowledge in technology and business
- Genuinely of projects in resume, no matter how old it is
- You are capable of surviving in situations
- You are a good learner
- You are a good communicator and you are good to work in a team
- Decision maker and problem solver
- Your attitude is good and you are not biased
- Discipline and dedication
- Not fake
Expect more than what is required for the job
An opening occurs when there is a resource requirement in a company. But usually interviews will cover something more than what is really required. This is because the projects might last only for a small period of time but what is the purpose of your existence in the company after that? So even though the interview might stress on the current requirement of the project, you will be evaluated for entire technology domain.
Do not fake
Employers will hate you when:
- Fake details in resumes
- Fake person attending telephonic interviews
- Fake voice dubbing in Skype interviews by slowing down the internet bandwidth
All the faking methods are known by today’s recruiters so you cannot fool them. Even if you fool and get into a company, you will not get ‘confirmed’ if you do not prove them right.
Methods to evaluate a candidate
Analyzing the bandwidth of a candidate in 30-60 minutes is not an easy task so interviewers use ‘random sampling’. They will ask one or two questions from each area and note down their ‘perception’.
Sample candidate assessment sheet for .NET
Most companies use “candidate assessment sheets” to track individual details. You can see a sample technology assessment sheet for .NET below.
Scoring points in interview
Below are few sample methods usually interviews follow to reach a decision.
|Introduce yourself|| |
80% of interviews will have this question. This will help the interviewer mainly:
Note that senior interviews are usually not QnA sessions but discussions.
|How will you forcefully release GC|| |
|What is an aggregator in UML|| |
|What is CI?||If you know CI, automatically the discussion will force you to talk about versioning tools, build, process etc.|
|Which is the latest version of .NET?|| |
|Explain your project|| |
|Scenario based questions|| |
|Where do you want to see yourself in 5 years|| |
|Do you like game “Road of the Dead”?|| |
|Did your manager help you to fix the issue?|| |
|Talk Less|| |
Interviewers hate those who deviate from the subject and talk more. Also control the speed of the talk.
About the Author
I work for Orion India Systems as a Technical Architect and definitely what I mentioned above is my mindset when conducting an interview.
I am a person who got chance to take interviews from my very first company and used to help few other companies including past employers by taking interviews.
Please let me know your questions and feedback on this article.