Hi Guys,
Right now, I am searching for a job after a 1.5-year gap. I worked for almost 4 years before that in IT. Since last month, I have appeared in 8 interviews and couldn't clear the technical round. But seriously, today I know many more things that I never needed when I was working last time. I mean, I am going through so many books, interview preparation, and all.
Ok, now my question here is (which I'm going to ask in my next interview at the start to make my failed interviews count to 9, of course...) But still want to know your views about this.
My question to the recruiter is: "What is more important? Do I know the things which you (recruiter) want me to know or what I can do for your team and company?"
Looking forward to your comments.
From India, Nagpur
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Right now, I am searching for a job after a 1.5-year gap. I worked for almost 4 years before that in IT. Since last month, I have appeared in 8 interviews and couldn't clear the technical round. But seriously, today I know many more things that I never needed when I was working last time. I mean, I am going through so many books, interview preparation, and all.
Ok, now my question here is (which I'm going to ask in my next interview at the start to make my failed interviews count to 9, of course...) But still want to know your views about this.
My question to the recruiter is: "What is more important? Do I know the things which you (recruiter) want me to know or what I can do for your team and company?"
Looking forward to your comments.
From India, Nagpur
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I recommend you stop keeping a count of the number of times you have failed in interviews and instead focus on two things.
1. When you apply for a position - do you read through the job description provided? The 'JD' as we call it, gives you a deep insight into the person the hiring manager/company is looking for. Read up on the company, that often gives you an insight into the culture.
2. Remember - we don't hire just on one criterion, but multiple criteria! I presume you are up to date with the latest in technology innovations? Best of luck for your next, and I am sure you'll get a role soon.
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11. When you apply for a position - do you read through the job description provided? The 'JD' as we call it, gives you a deep insight into the person the hiring manager/company is looking for. Read up on the company, that often gives you an insight into the culture.
2. Remember - we don't hire just on one criterion, but multiple criteria! I presume you are up to date with the latest in technology innovations? Best of luck for your next, and I am sure you'll get a role soon.
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Thank you for your response.
Jay.K mentioned that we don't hire based on just one criterion, but multiple criteria! My question arises from real-time experience. How can a person sitting 1000 KM away judge my capabilities solely by asking me to talk about myself and answering 10-20 technical questions over the phone? This individual seems unwilling to explore beyond the set questions.
One more question: Why do HR ask candidates to come to their offices for telephonic technical interviews?
From India, Nagpur
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Jay.K mentioned that we don't hire based on just one criterion, but multiple criteria! My question arises from real-time experience. How can a person sitting 1000 KM away judge my capabilities solely by asking me to talk about myself and answering 10-20 technical questions over the phone? This individual seems unwilling to explore beyond the set questions.
One more question: Why do HR ask candidates to come to their offices for telephonic technical interviews?
From India, Nagpur
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Greetings,
A telephonic interview have specific question and requires well-framed answers. The HR who takes this round, looks for few particular words, phrases and concepts to measure the candidate. Often, we may have worked a lot in different areas, but we miss to mention those terminologies which can assure our knowledge in that area. Once the HR hears or doesn’t hear these terms, they take a decision on the basis of that. I agree an experience is not dependent on few terms or sentence structure or phrases. Yet when a recruiter has just 10 or 15 mins, these become the deciding factors.
The key to crack the interview is to drop the words and then stay prepared to explain the experience around them. Even during a personal round , the Hiring managers use a lot of non-verbal measures such as not probing a talent on one particular direction , yet asking other questions to figure out the depth of knowledge in that area. The concept is, if you are an SME you will know the concern areas and speak about it, even if you have not been asked. Direct questions are lot simpler to handle. Do add an experience when you answer them.
As shared in your mail, you have attended many interviews. Please share the pattern which you found common in terms of questions and probing.
Let’s resolve this together.
Regards,
(Cite Contribution)
From India, Mumbai
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A telephonic interview have specific question and requires well-framed answers. The HR who takes this round, looks for few particular words, phrases and concepts to measure the candidate. Often, we may have worked a lot in different areas, but we miss to mention those terminologies which can assure our knowledge in that area. Once the HR hears or doesn’t hear these terms, they take a decision on the basis of that. I agree an experience is not dependent on few terms or sentence structure or phrases. Yet when a recruiter has just 10 or 15 mins, these become the deciding factors.
The key to crack the interview is to drop the words and then stay prepared to explain the experience around them. Even during a personal round , the Hiring managers use a lot of non-verbal measures such as not probing a talent on one particular direction , yet asking other questions to figure out the depth of knowledge in that area. The concept is, if you are an SME you will know the concern areas and speak about it, even if you have not been asked. Direct questions are lot simpler to handle. Do add an experience when you answer them.
As shared in your mail, you have attended many interviews. Please share the pattern which you found common in terms of questions and probing.
Let’s resolve this together.
Regards,
(Cite Contribution)
From India, Mumbai
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Hi,
This is fine in case of HR asking; I am asking about a technical interview. The interviewer judges capabilities by asking some random questions from the whole of technology. For example, I am a PL/SQL guy. It's one part of the Oracle database, but still, I have been through interviews where interviewers asked me concepts from Oracle. Even though I have worked on the technology and still have a touch with it, I am damn sure that even those guys can't stand my interview if I ask technical questions to them. Simply put, it's like whatever they have worked on, they know it, and whatever I have done, I know it.
If they are asking too many technical questions on the phone, I think my experience is in vain. The best way I feel is that I should make any of the freshers who have just completed their engineering and were into books for the last four years answer these calls. They have all the knowledge. And if this is true, then why are they asking for experienced guys?
As a software guy, I know how to track code, get what I want from anyone's code, debug it, write new code, design LDD and HDD, know what standards need to be maintained in a project and code, know how to convince my team members to work late or on weekends, and handle difficult clients and many more things. I have four years of experience, so tell me, how is this judged just by a few technology-based questions?
If you are talking about HR, then I know how to tackle this. In my jobless period, I worked as a campus Recruitment Trainer, and PSYCHOMETRIC behavior was my favorite topic. So this is not directly from an HR's point of view, but indirectly it is. After all, HR are the people responsible for better recruits in their firms. Isn't it?
From India, Nagpur
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This is fine in case of HR asking; I am asking about a technical interview. The interviewer judges capabilities by asking some random questions from the whole of technology. For example, I am a PL/SQL guy. It's one part of the Oracle database, but still, I have been through interviews where interviewers asked me concepts from Oracle. Even though I have worked on the technology and still have a touch with it, I am damn sure that even those guys can't stand my interview if I ask technical questions to them. Simply put, it's like whatever they have worked on, they know it, and whatever I have done, I know it.
If they are asking too many technical questions on the phone, I think my experience is in vain. The best way I feel is that I should make any of the freshers who have just completed their engineering and were into books for the last four years answer these calls. They have all the knowledge. And if this is true, then why are they asking for experienced guys?
As a software guy, I know how to track code, get what I want from anyone's code, debug it, write new code, design LDD and HDD, know what standards need to be maintained in a project and code, know how to convince my team members to work late or on weekends, and handle difficult clients and many more things. I have four years of experience, so tell me, how is this judged just by a few technology-based questions?
If you are talking about HR, then I know how to tackle this. In my jobless period, I worked as a campus Recruitment Trainer, and PSYCHOMETRIC behavior was my favorite topic. So this is not directly from an HR's point of view, but indirectly it is. After all, HR are the people responsible for better recruits in their firms. Isn't it?
From India, Nagpur
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Greetings,
Well, I agree on the 'Technical Knowledge' front. Often, recruiters read the skill sets and arrange for technical rounds. This is why situations such as yours happen. They may see HTML, Dot Net, SQL, and other skill sets in your resume and arrange for the interview. However, the role may fundamentally be for VB.Net and may not require ASP.Net at all! They may not explain to you what exactly would be required in the role and keep asking questions specific to their needs. This oversight may lead to missing out on your offerings, but this is where you need to take over and guide the interview. Please do not hesitate to understand what they need and decide whether you want to continue with the interview.
Often, someone who has worked with Adobe may get interviewed for Adobe InDesign. Even worse, if a product-based company is hiring, they may hire for development and maintenance without making it clear during the initial rounds which vertical they are hiring for. Hence, if the talent doesn't probe, regardless of how sound their knowledge is, they may still not clear the interview. On the periphery, both verticals may require similar skill sets but will have a totally different approach to levels and experience.
I agree with your point that recruitment is HR's responsibility. However, auditing the Tech rounds may not happen everywhere. When the rate of rejection rises, this issue is brought to the table. Training Techies on recruitment may happen. Yet, at the time of the interview, certain attitudes such as 'I know more than you,' 'I don't want to hear anything not related to the job,' and 'I already expect you to have understood the job,' leading to rejection the moment you mention anything else, are common errors. You have shared that you have worked as a trainer in campus, hence I believe you have learned much more than what I am sharing right now. Just keep your expectations to the point and answer only after probing. I suggest the following to manage the situation:
1. To begin with, during your first round when the HR calls and asks if you are interested in an opening, how much do you probe about the role?
2. Secondly, agreeing to a point that all HRs may not be able to share the KRA, how do you start your next round? Do they keep asking, or do you ask about the role?
3. More importantly, how much time do you spend paraphrasing? I know this is a classic trick, but it works as the listener feels you have heard and understood their requirement. Moreover, paraphrasing and citing examples from your experience will prompt them to ask a connecting question.
4. Finally, once you have understood their focus, spend no words in any other direction. No matter how good you might be in other areas, keep it to yourself.
Looking forward to hearing from you.
Regards,
(Cite Contribution)
Hi,
This is fine in case of HR asking, I am asking about the technical interview.
Where the interviewer judges capabilities by asking random questions from the whole technology.
For example, I am a PL/SQL guy. It's one part of the Oracle database, but I have been through interviews where they asked me concepts from Oracle. Even though I have worked on the technology and still have a touch with it, I am sure that those interviewers wouldn't stand my interview if I asked technical questions to them. It's like they know what they have worked on, and I know what I have done.
If they keep asking only technical questions on the phone, I think my experience is in vain.
The best way I feel is that I should let a fresher who has just completed their engineering and was into books for the last four years answer these calls. They have all the knowledge.
And if this is true, then why are they asking for experienced guys?
As a software guy, I know how to track code, get what I want from anyone's code, how to debug it, how to write new code, how to design LDD and HDD, what standards need to be maintained in a project and code, how to convince my team members to work late or on weekends, and how to handle difficult clients, among many other things.
I have four years of experience, and tell me how this is judged just by a few technology-based questions?
If you are talking about HR, then I know how to tackle this. During my jobless period, I worked as a Campus Recruitment Trainer, and PSYCHOMETRIC behavior was my favorite topic. So, this is not directly from an HR's point of view, but indirectly it is.
After all, only HR people are responsible for better recruits in their firms.
Isn't it?
From India, Mumbai
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Well, I agree on the 'Technical Knowledge' front. Often, recruiters read the skill sets and arrange for technical rounds. This is why situations such as yours happen. They may see HTML, Dot Net, SQL, and other skill sets in your resume and arrange for the interview. However, the role may fundamentally be for VB.Net and may not require ASP.Net at all! They may not explain to you what exactly would be required in the role and keep asking questions specific to their needs. This oversight may lead to missing out on your offerings, but this is where you need to take over and guide the interview. Please do not hesitate to understand what they need and decide whether you want to continue with the interview.
Often, someone who has worked with Adobe may get interviewed for Adobe InDesign. Even worse, if a product-based company is hiring, they may hire for development and maintenance without making it clear during the initial rounds which vertical they are hiring for. Hence, if the talent doesn't probe, regardless of how sound their knowledge is, they may still not clear the interview. On the periphery, both verticals may require similar skill sets but will have a totally different approach to levels and experience.
I agree with your point that recruitment is HR's responsibility. However, auditing the Tech rounds may not happen everywhere. When the rate of rejection rises, this issue is brought to the table. Training Techies on recruitment may happen. Yet, at the time of the interview, certain attitudes such as 'I know more than you,' 'I don't want to hear anything not related to the job,' and 'I already expect you to have understood the job,' leading to rejection the moment you mention anything else, are common errors. You have shared that you have worked as a trainer in campus, hence I believe you have learned much more than what I am sharing right now. Just keep your expectations to the point and answer only after probing. I suggest the following to manage the situation:
1. To begin with, during your first round when the HR calls and asks if you are interested in an opening, how much do you probe about the role?
2. Secondly, agreeing to a point that all HRs may not be able to share the KRA, how do you start your next round? Do they keep asking, or do you ask about the role?
3. More importantly, how much time do you spend paraphrasing? I know this is a classic trick, but it works as the listener feels you have heard and understood their requirement. Moreover, paraphrasing and citing examples from your experience will prompt them to ask a connecting question.
4. Finally, once you have understood their focus, spend no words in any other direction. No matter how good you might be in other areas, keep it to yourself.
Looking forward to hearing from you.
Regards,
(Cite Contribution)
Hi,
This is fine in case of HR asking, I am asking about the technical interview.
Where the interviewer judges capabilities by asking random questions from the whole technology.
For example, I am a PL/SQL guy. It's one part of the Oracle database, but I have been through interviews where they asked me concepts from Oracle. Even though I have worked on the technology and still have a touch with it, I am sure that those interviewers wouldn't stand my interview if I asked technical questions to them. It's like they know what they have worked on, and I know what I have done.
If they keep asking only technical questions on the phone, I think my experience is in vain.
The best way I feel is that I should let a fresher who has just completed their engineering and was into books for the last four years answer these calls. They have all the knowledge.
And if this is true, then why are they asking for experienced guys?
As a software guy, I know how to track code, get what I want from anyone's code, how to debug it, how to write new code, how to design LDD and HDD, what standards need to be maintained in a project and code, how to convince my team members to work late or on weekends, and how to handle difficult clients, among many other things.
I have four years of experience, and tell me how this is judged just by a few technology-based questions?
If you are talking about HR, then I know how to tackle this. During my jobless period, I worked as a Campus Recruitment Trainer, and PSYCHOMETRIC behavior was my favorite topic. So, this is not directly from an HR's point of view, but indirectly it is.
After all, only HR people are responsible for better recruits in their firms.
Isn't it?
From India, Mumbai
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Hi Sach,
I guess you will find it difficult to find a job. There are too many "whys" and "hows" about how it's done rather than why and how you should prepare. You are judged just like millions of other candidates are judged. Find the means and ways to connect with the interviewer rather than your thoughts. You are too focused on the world not giving you a fair chance. This is all you get in life, understand, and move forward.
From India, Hyderabad
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I guess you will find it difficult to find a job. There are too many "whys" and "hows" about how it's done rather than why and how you should prepare. You are judged just like millions of other candidates are judged. Find the means and ways to connect with the interviewer rather than your thoughts. You are too focused on the world not giving you a fair chance. This is all you get in life, understand, and move forward.
From India, Hyderabad
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Thanks for all the replies, guys...
Yup, LUCK is something I can hope for, but my preps are on.
To elaborate, I had one more interview on Saturday. Luckily, that went nicely, and I answered most of the interviewer's questions. He was satisfied with my answers, but when he asked me if I have any questions to ask him, I hit the BANG...
Same question: "What's more important?" He tried to answer me, but he was uncomfortable. His answer was:
1. Their priority is technical knowledge; other things can be learned.
I was not satisfied and replied, "Whatever answers I have given in this interview are only from my 10 days of preparation. What about my experience, which taught me so many things that are extremely useful in the IT industry?"
I still don't remember his answer; he tried something which I couldn't understand at that time as well as now.
But, I am happy with myself. Again, a big NO and then move on...
Someone needs to change this. Not asking anyone else, but surely I'll change this, but it will take 5+ years to reach that post...
I will wish me good luck...
From India, Nagpur
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Yup, LUCK is something I can hope for, but my preps are on.
To elaborate, I had one more interview on Saturday. Luckily, that went nicely, and I answered most of the interviewer's questions. He was satisfied with my answers, but when he asked me if I have any questions to ask him, I hit the BANG...
Same question: "What's more important?" He tried to answer me, but he was uncomfortable. His answer was:
1. Their priority is technical knowledge; other things can be learned.
I was not satisfied and replied, "Whatever answers I have given in this interview are only from my 10 days of preparation. What about my experience, which taught me so many things that are extremely useful in the IT industry?"
I still don't remember his answer; he tried something which I couldn't understand at that time as well as now.
But, I am happy with myself. Again, a big NO and then move on...
Someone needs to change this. Not asking anyone else, but surely I'll change this, but it will take 5+ years to reach that post...
I will wish me good luck...
From India, Nagpur
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Thanks for all your support, guys.
I found a job in Bangalore, but of course, not entirely just because of my knowledge and attitude. Your suggestions and motivation helped me to keep my morale high.
Thanks a lot, guys.
From India, Nagpur
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I found a job in Bangalore, but of course, not entirely just because of my knowledge and attitude. Your suggestions and motivation helped me to keep my morale high.
Thanks a lot, guys.
From India, Nagpur
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Greetings,
Congratulations! A well-deserved offer earned with your efforts. Thank you so much for sharing the news with us. We appreciate the views and experience you shared with us. More importantly, we value this learning that you have gained. Hence, join you in this celebration!
Honestly, your news made my day! Wish you all the best.
Regards,
(Cite Contribution)
From India, Mumbai
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Congratulations! A well-deserved offer earned with your efforts. Thank you so much for sharing the news with us. We appreciate the views and experience you shared with us. More importantly, we value this learning that you have gained. Hence, join you in this celebration!
Honestly, your news made my day! Wish you all the best.
Regards,
(Cite Contribution)
From India, Mumbai
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Thank you, Sachin,
That's an honor. But here it's more about you. There would be many of us who would read your post and learn from you. Many might have been through this journey, some are still making it. You have shown the way to all of them. Thank you for sharing.
Regards,
(Cite Contribution)
From India, Mumbai
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That's an honor. But here it's more about you. There would be many of us who would read your post and learn from you. Many might have been through this journey, some are still making it. You have shown the way to all of them. Thank you for sharing.
Regards,
(Cite Contribution)
From India, Mumbai
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