Showing posts with label jobhunting. Show all posts
Showing posts with label jobhunting. Show all posts
Monday, September 15, 2008
Amazon jobs
Living in St. Louis
Pros: living is not expensive, on the same level as in Houston.
Cons: it tops the 10 most dangerous cities in 2005 and 2006.
See statistics from 2007 based on crime rate for the six basic crime categories: murder, robbery, rape, aggravated assault, burglary and motor vehicle theft:
1 Detroit, Mich.
2 St. Louis, Mo.
3 Flint, Mich.
4 Oakland, Calif.
5 Camden, N.J.
6 Birmingham, Ala.
7 North Charleston, S.C.
8 Memphis, Tenn.
9 Richmond, Calif.
10 Cleveland, Ohio
11 Orlando, Fla.
12 Baltimore, Md.
13 Little Rock, Ark.
14 Compton, Calif.
15 Youngstown, Ohio
16 Cincinnati, Ohio
17 Gary, Ind.
18 Kansas City, Mo.
19 Dayton, Ohio
20 Newark, N.J.
21 Philadelphia, Penn.
22 Atlanta, Ga.
23 Jackson, Mo.
24 Buffalo, N.Y.
25 Kansas City, Kans.
Cons: it tops the 10 most dangerous cities in 2005 and 2006.
See statistics from 2007 based on crime rate for the six basic crime categories: murder, robbery, rape, aggravated assault, burglary and motor vehicle theft:
1 Detroit, Mich.
2 St. Louis, Mo.
3 Flint, Mich.
4 Oakland, Calif.
5 Camden, N.J.
6 Birmingham, Ala.
7 North Charleston, S.C.
8 Memphis, Tenn.
9 Richmond, Calif.
10 Cleveland, Ohio
11 Orlando, Fla.
12 Baltimore, Md.
13 Little Rock, Ark.
14 Compton, Calif.
15 Youngstown, Ohio
16 Cincinnati, Ohio
17 Gary, Ind.
18 Kansas City, Mo.
19 Dayton, Ohio
20 Newark, N.J.
21 Philadelphia, Penn.
22 Atlanta, Ga.
23 Jackson, Mo.
24 Buffalo, N.Y.
25 Kansas City, Kans.
Senior Software Engineer - Search Assist Backend at Yahoo, Inc.
Location: Bellevue, WA (Greater Seattle Area)
Type: Full-time
Experience: Associate
Functions: Engineering
Industries: Internet
Posted: August 28, 2008 by Yahoo! Talent Acquisition
Job Code: 13849
Job Description
The Internet is a big, busy place, and we at Yahoo! are proud to stand out in the crowd. As the world's number one Internet brand, servicing over a half billion people, we're determined to maintain our commitment to delivering news, entertainment, information and fun... each and every day.
In order to maintain our position as one of the world's most trafficked Internet destinations, we're always on the lookout for people with big ideas and big talent to help us provide our visitors with the innovative products and services they've come to expect from Yahoo!. We're looking for people like you.
How Big Can You Think?
In order to maintain our position as one of the world’s most trafficked Internet destinations, we’re always on the lookout for people with big ideas and big talent to help us provide our visitors with the innovative products and services they’ve come to expect from Yahoo!. We’re looking for people like you.
Are you passionate about building global software products? Do you want to improve the web search experience for millions of users around the world everyday? Do you enjoy solving challenging and complex problems? Are you extremely analytical and very detail-oriented?
Yahoo! Web Search is passionate about building the best search engine on the planet! Search, one of the most vital and dynamic technologies behind the Internet, is full of new challenges and opportunities for innovation. Building this system provides many technical challenges in the areas of distributed computing, data analysis, multi-terabyte storage systems, high-performance, high availability computing, and efficient massive graph traversal algorithms.
The international web search team is responsible for advancing our core search technology for international markets. We're looking for world-class, fun-loving engineers to join our team! If you have a desire to build the fastest, biggest, and most innovative search engine on the planet, come talk to us.
Responsibilities include:
• Gain a deep understanding of the design of the search engine and content system.
• Analyze problems and identify opportunities aggressively for engineering improvement and enhanced user experience for international markets.
• Design and enhance features in core components of the search engine or content system according to requirements from international markets.
• Drive projects from design to deployment.
Minimum Job Qualifications:
• BS CS or equivalent required, MS CS preferred
• 5+ years industry experience with C/C++ development on Unix platform, Linux experience a plus.
• Experience building large-scale, complex, reliable systems or applications.
• Strong systems programming background. Multi-threading, distributed computing, performance analysis and optimization experience highly desirable.
• Participated in the full life cycle of a large project: design, implementation, testing, shipping, and sustaining.
• Good verbal and written communication. Strong teamwork skills.
Preferred Job Qualifications:
• Text analysis, information retrieval, or related experience.
• Experience in software internationalization.
• Fluency in one or more foreign languages.
• Perl, Python or Shell programming language
***Please email a copy of your resume for consideration to Rachel Burgoyne at burgoynr@yahoo-inc.com.
Yahoo! Inc. is an equal opportunity employer. For more information or to search all of our openings, please visit http://careers.yahoo.com.
Additional Information
No third party applications.
Type: Full-time
Experience: Associate
Functions: Engineering
Industries: Internet
Posted: August 28, 2008 by Yahoo! Talent Acquisition
Job Code: 13849
Job Description
The Internet is a big, busy place, and we at Yahoo! are proud to stand out in the crowd. As the world's number one Internet brand, servicing over a half billion people, we're determined to maintain our commitment to delivering news, entertainment, information and fun... each and every day.
In order to maintain our position as one of the world's most trafficked Internet destinations, we're always on the lookout for people with big ideas and big talent to help us provide our visitors with the innovative products and services they've come to expect from Yahoo!. We're looking for people like you.
How Big Can You Think?
In order to maintain our position as one of the world’s most trafficked Internet destinations, we’re always on the lookout for people with big ideas and big talent to help us provide our visitors with the innovative products and services they’ve come to expect from Yahoo!. We’re looking for people like you.
Are you passionate about building global software products? Do you want to improve the web search experience for millions of users around the world everyday? Do you enjoy solving challenging and complex problems? Are you extremely analytical and very detail-oriented?
Yahoo! Web Search is passionate about building the best search engine on the planet! Search, one of the most vital and dynamic technologies behind the Internet, is full of new challenges and opportunities for innovation. Building this system provides many technical challenges in the areas of distributed computing, data analysis, multi-terabyte storage systems, high-performance, high availability computing, and efficient massive graph traversal algorithms.
The international web search team is responsible for advancing our core search technology for international markets. We're looking for world-class, fun-loving engineers to join our team! If you have a desire to build the fastest, biggest, and most innovative search engine on the planet, come talk to us.
Responsibilities include:
• Gain a deep understanding of the design of the search engine and content system.
• Analyze problems and identify opportunities aggressively for engineering improvement and enhanced user experience for international markets.
• Design and enhance features in core components of the search engine or content system according to requirements from international markets.
• Drive projects from design to deployment.
Minimum Job Qualifications:
• BS CS or equivalent required, MS CS preferred
• 5+ years industry experience with C/C++ development on Unix platform, Linux experience a plus.
• Experience building large-scale, complex, reliable systems or applications.
• Strong systems programming background. Multi-threading, distributed computing, performance analysis and optimization experience highly desirable.
• Participated in the full life cycle of a large project: design, implementation, testing, shipping, and sustaining.
• Good verbal and written communication. Strong teamwork skills.
Preferred Job Qualifications:
• Text analysis, information retrieval, or related experience.
• Experience in software internationalization.
• Fluency in one or more foreign languages.
• Perl, Python or Shell programming language
***Please email a copy of your resume for consideration to Rachel Burgoyne at burgoynr@yahoo-inc.com.
Yahoo! Inc. is an equal opportunity employer. For more information or to search all of our openings, please visit http://careers.yahoo.com.
Additional Information
No third party applications.
Wednesday, September 10, 2008
Attention to detail
Describe a project you worked on that required very close attention to detail.
Look for hard evidence of the candidate’s ability to keep track of details. A good response will detail the different information that the candidate was required to stay on top of and will show how he or she managed to keep track of it all.
How do you stay organized?
Someone who pays attention to details generally has an established way of keeping track of things. A good response will show that the candidate has a system for staying on top of things and makes staying organized a major part of his or her work.
Can you provide some examples of instances when you’ve discovered errors in your work or someone else’s?
Look for concrete examples of the candidate noticing things that slipped by others. A good response will show that the candidate has a tendency to check and double-check things.
How do you know if a project you are working on is going well?
A good response will show that the candidate does not rely just on his or her own gut feeling of how things are going. Rather, the applicant will have specific, measurable milestones that allow him or her to track his or her own progress and that of the entire project.
Customer-service orientation
Tell me about the last time you received really great customer service.
This question will help you learn what the candidate deems to be great customer service. A good response will show that the good customer experience left the candidate with a very good feeling about the company he or she was dealing with. Press the candidate to identify specific details about what made the experience so great. Follow up by asking how that experience influenced his or her own approach to customer service.
What was the most difficult customer service situation you ever had to deal with? How did you handle the situation?
This question will help you assess the candidate’s ability to handle stressful customer-service situations. A good response will show the candidate was considerate and willing to try different approaches. Find out how the situation the candidate describes was resolved. Did he or she bring in a supervisor to deal with the customer? If so, at what point? Follow up by asking what the candidate learned from the experience.
Why did you choose to go into customer service?
This question will help you assess the candidate’s enthusiasm for working in customer service. Is the candidate naturally a good fit with customer service, or is he or she just looking for a steady job? A good response will show that the candidate enjoys dealing with customers and helping solve their problems.
Describe a time when the customer was wrong. How did you handle it?
This type of customer is perhaps the most difficult to deal with. Assess how the candidate went about explaining the situation to the customer. A good response will show that the candidate never lost his or her cool and remained courteous throughout the experience. Ask the candidate what he or she learned from the experience, and if he or she would do anything differently today.
Flexibility
How would you describe the amount of structure and feedback that you need to be successful?
Most candidates will respond to this question by saying they would like an equal mix of direction and independence. Force the issue by describing two opposing working situations—one in which the candidate is left alone to fulfill his or her responsibilities, and another in which he or she is closely managed. Ask the candidate which one he or she prefers. A candidate’s preference should be in line with your company’s culture.
Do you prefer stability and continuity or frequent change in your daily work environment?
Use this question to learn what the candidate is used to in terms of a daily routine, and to find out if he or she likes to have projects clearly laid out or likes to be challenged to define projects himself or herself. Follow up by asking what the candidate would do if given incomplete instructions for a project.
How do you determine priorities in scheduling your time? Can you give examples of times when you were assigned a number of tasks and had to prioritize what needed to be done?
Assess the candidate’s ability to multitask and handle a heavy workload. Good responses will detail the method they use to figure out how to prioritize tasks. You should press the candidate on how comfortable he or she is working on multiple assignments at once.
Have you ever had to reinvent your job to meet your company’s changing needs?
Use this question to find out how open the candidate is to taking on tasks that are not part of his or her job description. Is he or she uncomfortable venturing outside of his or her area of expertise? If the candidate has difficulty responding, ask him or her to explain how a previous job evolved over time.
Initiative
Can you describe any projects or tasks that were primarily undertaken because of your efforts? How successful were they?
A good response will detail a project that the candidate owned from its inception all the way to its completion. Press the candidate to reveal any difficulties or obstacles that he or she faced during the project. Ask how the candidate went about explaining the project to others, and how he or she went about getting others involved.
Have you ever come up with ways to make a job you were doing or a project you were working on easier or more enjoyable?
Use this question to judge the candidate’s ability to innovate and come up with creative solutions to difficult problems. Good candidates will be able to single out concrete examples of instances when their work made a difference through creating revenue, saving money, or saving time.
What type of balance do you strive for between your work and your life?
Use this question to see if your time expectations for the position match the candidate’s. If you need an employee to work extreme hours in the position you’re looking to fill, you will want someone who is willing to make some sacrifices for the job. If you question the candidate’s commitment, ask for examples of times he or she did more than required on the job in the past. To learn more about a candidate’s willingness to work hard, ask what motivated him or her to do more than was required.
What skills would you like to learn or improve on in the next year?
Use this question to gauge candidates’ ambition and interests. Top-performing candidates will have a general idea of what their short-term goals are. These might include learning specific technical skills or gaining exposure to a specific aspect of your business. The candidate’s response can give you an idea of his or her possible long-term impact on your company, and whether your company will hold his or her interest.
Oral/written communication skills
What is your experience in terms of presenting to large or small groups? Can you describe a time when you were particularly successful making a speech or presentation?
Look for evidence that the candidate is comfortable and skilled at presenting arguments to others. Follow up by asking about his or her preparation before presentations and the general response that those presentations received. Ask what the candidate has learned from past presentations and if there are any aspects of presenting that he or she thinks need improvement. A good candidate will always be striving to improve his or her communication skills.
What different approaches do you take in talking to different people?
This question gets at how observant and flexible the person is about communicating with different types of people. Ask the candidate to explain how he or she might approach people differently depending on different people’s personalities.
What kinds of writing have you done? Can you give examples?
This question allows you to assess how important written communication has been in the candidate’s previous jobs. Ask the applicant for details about the amount of time he or she spent writing as part of his or her daily tasks. If necessary, ask for writing samples.
What are some of the most difficult writing assignments you have been given
or have taken on yourself?
Use this question to discover the types of writing the candidate has had difficulty with in the past. A good response should detail how the candidate worked through difficult assignments and what he or she learned from the experience. Ask if the candidate was satisfied with the end results.
Problem-solving ability
Describe some recent decisions you’ve made which carried more than the usual element of risk.
Different candidates will be comfortable with different levels of risk. Use this question to understand how averse to risk the candidate is. Follow up by proposing a risky business decision and ask the candidate what would be his or her approach to solving the problem. A good response will show that the candidate would take the time to consider carefully all possible actions before making a decision.
Tell me about a time when a problem was not solved the way you would have liked.
This question can help you gauge the candidate’s ability to deal with problems. Probe the candidate about the method in which the problem was solved and why he or she was dissatisfied with the result. Ask him or her what lessons were learned from the experience. A good response will show that the candidate learned from the experience and will apply what he or she learned to problems encountered in the future.
Give me three examples of the types of problems you like to solve.
Compare the candidate’s answers to the type of problems he or she will face in the position for which he or she is applying. Then present a sample problem that the candidate likely would face on the job. Ask how he or she would approach it, and gauge whether the candidate’s approach would make sense in the position for which he or she is applying.
How do you approach solving a problem?
Use this question to get an understanding of the candidate’s thought processes. How does he or she like to attack problems? Take note of the resources and time involved in the candidate’s approach. Does his or her problem-solving method make a good fit with your company’s culture and resources?
Results orientation
Do you set performance standards for yourself, and, if so, how?
This question will help you assess the candidate’s personal standards. Good responses will detail how the candidate measures success for himself or herself. Ask for an instance when the candidate put a lot of effort into completing a project that he or she was satisfied with. Listen to gauge the candidate’s sense of ownership and pride in his or her work.
What have you done in your current or past position to improve your organization’s key metrics?
This question is designed to identify candidates who take strong ownership of their work. Good answers will detail concrete examples of how the candidate has had a direct impact on his or her company’s bottom line. Compare the candidate’s response with what you expect from the position for which he or she is applying. The candidate’s response should be confirmed through reference checks.
Tell me about a time when you weren’t pleased with your performance. What did you do about it?
This question helps you assess how well the candidate deals with failure or disappointment, and how he or she measures workplace success. Press the candidate to learn about lessons he or she has learned from times when the candidate feels he or she didn’t perform well, and about any changes the candidate has made in the way he or she does things to make sure the candidate doesn’t make the same mistakes moving forward.
Describe a new skill you learned recently.
Top performers will take the initiative to learn new skills on an ongoing basis. Have the candidate explain the circumstances under which he or she learned a new skill. A good response will detail the skill learned and how it impacted his or her job performance. This question can also give insight into how quickly the candidate learns and under what circumstances he or she learns best.
Teamwork/interpersonal skills
Describe a time when you had to arrive at a compromise or had to help others arrive at a compromise.
This question allows you to assess how the candidate views his or her role within a team. Does the candidate view himself or herself as a consensus builder? How would his or her teamwork skills work in the department for which he or she is interviewing?
Give an example of an instance when you worked with someone you found it difficult to get along with. How did you handle the situation?
This question will help you assess how the candidate has handled difficult interpersonal relationships in the past. Good responses will show that the candidate has had experience dealing with various personality types and is comfortable with his or her ability to handle such situations. Pay close attention to the candidate’s attitudes toward dealing with difficult people. Is he or she open and understanding, or easily annoyed? Looking back, how does the candidate feel today about “difficult” people from his or her past?
Tell about a time when you worked with a colleague who was not completing his or her share of work. What did you do?
Use this question to find out how the candidate deals with an under-performing coworker. Press the candidate to name specific actions he or she took to try to improve an employee’s performance. How successful were those actions? The candidate’s response should be confirmed through reference checks.
Describe a favorite work experience and tell me why it was satisfying.
Compare the experience the candidate describes to your company’s own working environment. Pay close attention to how the candidate interacted with his or her coworkers in the example provided. Would the candidate have similar interactions within your company?
What were your three most significant achievements in your previous/current job?
In what type of work environment are you the most comfortable?
What do you enjoy most about your current position?
What do you think are among the most pressing issues facing our industry?
Imagine this situation. Your boss asks you to do something which you believe will cause a great loss to the company. You make the boss aware of the problem but he still insists that he is correct and asks you to just do it.
What do you do?
What motivates you and why?
What would you bring to this organisation if you got the job?
Describe a time where you recently had to bend the rules to achieve one of your goals.
OR
Can you give me an example of a time when you had to make a decision on your own, without consulting your supervisor.
Tell me about your senior project/thesis/other major project.
If I called up one of your friends now and asked them to use three words to describe you, what would he or she say?
or
How would your current boss describe you?
Why are you looking to leave your current position?
What style of management gets the best from you?
Change is a constant in this organisation. How do you respond to change in your environment?
Describe a major goal you have recently set for yourself.
Where do you see yourself in five years time?
What are your weaknesses?
Tell me about a time when you had to rely on a team to get things done.
Describe a project you worked on that required very close attention to detail.
Look for hard evidence of the candidate’s ability to keep track of details. A good response will detail the different information that the candidate was required to stay on top of and will show how he or she managed to keep track of it all.
How do you stay organized?
Someone who pays attention to details generally has an established way of keeping track of things. A good response will show that the candidate has a system for staying on top of things and makes staying organized a major part of his or her work.
Can you provide some examples of instances when you’ve discovered errors in your work or someone else’s?
Look for concrete examples of the candidate noticing things that slipped by others. A good response will show that the candidate has a tendency to check and double-check things.
How do you know if a project you are working on is going well?
A good response will show that the candidate does not rely just on his or her own gut feeling of how things are going. Rather, the applicant will have specific, measurable milestones that allow him or her to track his or her own progress and that of the entire project.
Customer-service orientation
Tell me about the last time you received really great customer service.
This question will help you learn what the candidate deems to be great customer service. A good response will show that the good customer experience left the candidate with a very good feeling about the company he or she was dealing with. Press the candidate to identify specific details about what made the experience so great. Follow up by asking how that experience influenced his or her own approach to customer service.
What was the most difficult customer service situation you ever had to deal with? How did you handle the situation?
This question will help you assess the candidate’s ability to handle stressful customer-service situations. A good response will show the candidate was considerate and willing to try different approaches. Find out how the situation the candidate describes was resolved. Did he or she bring in a supervisor to deal with the customer? If so, at what point? Follow up by asking what the candidate learned from the experience.
Why did you choose to go into customer service?
This question will help you assess the candidate’s enthusiasm for working in customer service. Is the candidate naturally a good fit with customer service, or is he or she just looking for a steady job? A good response will show that the candidate enjoys dealing with customers and helping solve their problems.
Describe a time when the customer was wrong. How did you handle it?
This type of customer is perhaps the most difficult to deal with. Assess how the candidate went about explaining the situation to the customer. A good response will show that the candidate never lost his or her cool and remained courteous throughout the experience. Ask the candidate what he or she learned from the experience, and if he or she would do anything differently today.
Flexibility
How would you describe the amount of structure and feedback that you need to be successful?
Most candidates will respond to this question by saying they would like an equal mix of direction and independence. Force the issue by describing two opposing working situations—one in which the candidate is left alone to fulfill his or her responsibilities, and another in which he or she is closely managed. Ask the candidate which one he or she prefers. A candidate’s preference should be in line with your company’s culture.
Do you prefer stability and continuity or frequent change in your daily work environment?
Use this question to learn what the candidate is used to in terms of a daily routine, and to find out if he or she likes to have projects clearly laid out or likes to be challenged to define projects himself or herself. Follow up by asking what the candidate would do if given incomplete instructions for a project.
How do you determine priorities in scheduling your time? Can you give examples of times when you were assigned a number of tasks and had to prioritize what needed to be done?
Assess the candidate’s ability to multitask and handle a heavy workload. Good responses will detail the method they use to figure out how to prioritize tasks. You should press the candidate on how comfortable he or she is working on multiple assignments at once.
Have you ever had to reinvent your job to meet your company’s changing needs?
Use this question to find out how open the candidate is to taking on tasks that are not part of his or her job description. Is he or she uncomfortable venturing outside of his or her area of expertise? If the candidate has difficulty responding, ask him or her to explain how a previous job evolved over time.
Initiative
Can you describe any projects or tasks that were primarily undertaken because of your efforts? How successful were they?
A good response will detail a project that the candidate owned from its inception all the way to its completion. Press the candidate to reveal any difficulties or obstacles that he or she faced during the project. Ask how the candidate went about explaining the project to others, and how he or she went about getting others involved.
Have you ever come up with ways to make a job you were doing or a project you were working on easier or more enjoyable?
Use this question to judge the candidate’s ability to innovate and come up with creative solutions to difficult problems. Good candidates will be able to single out concrete examples of instances when their work made a difference through creating revenue, saving money, or saving time.
What type of balance do you strive for between your work and your life?
Use this question to see if your time expectations for the position match the candidate’s. If you need an employee to work extreme hours in the position you’re looking to fill, you will want someone who is willing to make some sacrifices for the job. If you question the candidate’s commitment, ask for examples of times he or she did more than required on the job in the past. To learn more about a candidate’s willingness to work hard, ask what motivated him or her to do more than was required.
What skills would you like to learn or improve on in the next year?
Use this question to gauge candidates’ ambition and interests. Top-performing candidates will have a general idea of what their short-term goals are. These might include learning specific technical skills or gaining exposure to a specific aspect of your business. The candidate’s response can give you an idea of his or her possible long-term impact on your company, and whether your company will hold his or her interest.
Oral/written communication skills
What is your experience in terms of presenting to large or small groups? Can you describe a time when you were particularly successful making a speech or presentation?
Look for evidence that the candidate is comfortable and skilled at presenting arguments to others. Follow up by asking about his or her preparation before presentations and the general response that those presentations received. Ask what the candidate has learned from past presentations and if there are any aspects of presenting that he or she thinks need improvement. A good candidate will always be striving to improve his or her communication skills.
What different approaches do you take in talking to different people?
This question gets at how observant and flexible the person is about communicating with different types of people. Ask the candidate to explain how he or she might approach people differently depending on different people’s personalities.
What kinds of writing have you done? Can you give examples?
This question allows you to assess how important written communication has been in the candidate’s previous jobs. Ask the applicant for details about the amount of time he or she spent writing as part of his or her daily tasks. If necessary, ask for writing samples.
What are some of the most difficult writing assignments you have been given
or have taken on yourself?
Use this question to discover the types of writing the candidate has had difficulty with in the past. A good response should detail how the candidate worked through difficult assignments and what he or she learned from the experience. Ask if the candidate was satisfied with the end results.
Problem-solving ability
Describe some recent decisions you’ve made which carried more than the usual element of risk.
Different candidates will be comfortable with different levels of risk. Use this question to understand how averse to risk the candidate is. Follow up by proposing a risky business decision and ask the candidate what would be his or her approach to solving the problem. A good response will show that the candidate would take the time to consider carefully all possible actions before making a decision.
Tell me about a time when a problem was not solved the way you would have liked.
This question can help you gauge the candidate’s ability to deal with problems. Probe the candidate about the method in which the problem was solved and why he or she was dissatisfied with the result. Ask him or her what lessons were learned from the experience. A good response will show that the candidate learned from the experience and will apply what he or she learned to problems encountered in the future.
Give me three examples of the types of problems you like to solve.
Compare the candidate’s answers to the type of problems he or she will face in the position for which he or she is applying. Then present a sample problem that the candidate likely would face on the job. Ask how he or she would approach it, and gauge whether the candidate’s approach would make sense in the position for which he or she is applying.
How do you approach solving a problem?
Use this question to get an understanding of the candidate’s thought processes. How does he or she like to attack problems? Take note of the resources and time involved in the candidate’s approach. Does his or her problem-solving method make a good fit with your company’s culture and resources?
Results orientation
Do you set performance standards for yourself, and, if so, how?
This question will help you assess the candidate’s personal standards. Good responses will detail how the candidate measures success for himself or herself. Ask for an instance when the candidate put a lot of effort into completing a project that he or she was satisfied with. Listen to gauge the candidate’s sense of ownership and pride in his or her work.
What have you done in your current or past position to improve your organization’s key metrics?
This question is designed to identify candidates who take strong ownership of their work. Good answers will detail concrete examples of how the candidate has had a direct impact on his or her company’s bottom line. Compare the candidate’s response with what you expect from the position for which he or she is applying. The candidate’s response should be confirmed through reference checks.
Tell me about a time when you weren’t pleased with your performance. What did you do about it?
This question helps you assess how well the candidate deals with failure or disappointment, and how he or she measures workplace success. Press the candidate to learn about lessons he or she has learned from times when the candidate feels he or she didn’t perform well, and about any changes the candidate has made in the way he or she does things to make sure the candidate doesn’t make the same mistakes moving forward.
Describe a new skill you learned recently.
Top performers will take the initiative to learn new skills on an ongoing basis. Have the candidate explain the circumstances under which he or she learned a new skill. A good response will detail the skill learned and how it impacted his or her job performance. This question can also give insight into how quickly the candidate learns and under what circumstances he or she learns best.
Teamwork/interpersonal skills
Describe a time when you had to arrive at a compromise or had to help others arrive at a compromise.
This question allows you to assess how the candidate views his or her role within a team. Does the candidate view himself or herself as a consensus builder? How would his or her teamwork skills work in the department for which he or she is interviewing?
Give an example of an instance when you worked with someone you found it difficult to get along with. How did you handle the situation?
This question will help you assess how the candidate has handled difficult interpersonal relationships in the past. Good responses will show that the candidate has had experience dealing with various personality types and is comfortable with his or her ability to handle such situations. Pay close attention to the candidate’s attitudes toward dealing with difficult people. Is he or she open and understanding, or easily annoyed? Looking back, how does the candidate feel today about “difficult” people from his or her past?
Tell about a time when you worked with a colleague who was not completing his or her share of work. What did you do?
Use this question to find out how the candidate deals with an under-performing coworker. Press the candidate to name specific actions he or she took to try to improve an employee’s performance. How successful were those actions? The candidate’s response should be confirmed through reference checks.
Describe a favorite work experience and tell me why it was satisfying.
Compare the experience the candidate describes to your company’s own working environment. Pay close attention to how the candidate interacted with his or her coworkers in the example provided. Would the candidate have similar interactions within your company?
What were your three most significant achievements in your previous/current job?
In what type of work environment are you the most comfortable?
What do you enjoy most about your current position?
What do you think are among the most pressing issues facing our industry?
Imagine this situation. Your boss asks you to do something which you believe will cause a great loss to the company. You make the boss aware of the problem but he still insists that he is correct and asks you to just do it.
What do you do?
What motivates you and why?
What would you bring to this organisation if you got the job?
Describe a time where you recently had to bend the rules to achieve one of your goals.
OR
Can you give me an example of a time when you had to make a decision on your own, without consulting your supervisor.
Tell me about your senior project/thesis/other major project.
If I called up one of your friends now and asked them to use three words to describe you, what would he or she say?
or
How would your current boss describe you?
Why are you looking to leave your current position?
What style of management gets the best from you?
Change is a constant in this organisation. How do you respond to change in your environment?
Describe a major goal you have recently set for yourself.
Where do you see yourself in five years time?
What are your weaknesses?
Tell me about a time when you had to rely on a team to get things done.
The problem of largest K values
http://www.mitbbs.com/article_t/JobHunting/31297671.html
"Give efficient algorithms for finding the largest k values (in order) out of a set of n, using comparisons only (e.g. no hashing), in the case where: (a) k = 3 (b) k = n/2; (c) k = log(n). (You can use a different algorithm for each case.) State the asymptotic worst-case running time of your algorithms. "
"Give efficient algorithms for finding the largest k values (in order) out of a set of n, using comparisons only (e.g. no hashing), in the case where: (a) k = 3 (b) k = n/2; (c) k = log(n). (You can use a different algorithm for each case.) State the asymptotic worst-case running time of your algorithms. "
The longest common substrings
http://www.mitbbs.com/article_t/JobHunting/31297586.html
给定两个字符串A和B
找出他们最长的公共子串，要求给出算法，考虑两种情况
（1）这个子串必须是连续的（即在A或B中必须连续）
（2）这个子串可以是任意的（即在A或B可以不连续）
我知道第二种情况肯定要用dynamic programming,能在O(|A|*|B|)算出结果。 问题第
一种情况，能否不用dynamic programming， 有什么直接的算法吗？
http://en.wikipedia.org/wiki/Suffix_tree
Suffix tree could solve:
Find the longest common substrings
Find all maximal pairs, maximal repeats or supermaximal repeats
Find the Lempel-Ziv decomposition
Find the longest repeated substrings
Find the most frequently occurring substrings of a minimum length
Find the shortest strings from Σ that do not occur in D
Find the shortest substrings occurring only once
Find, for each i, the shortest substrings of Si not occurring elsewhere in D
给定两个字符串A和B
找出他们最长的公共子串，要求给出算法，考虑两种情况
（1）这个子串必须是连续的（即在A或B中必须连续）
（2）这个子串可以是任意的（即在A或B可以不连续）
我知道第二种情况肯定要用dynamic programming,能在O(|A|*|B|)算出结果。 问题第
一种情况，能否不用dynamic programming， 有什么直接的算法吗？
http://en.wikipedia.org/wiki/Suffix_tree
Suffix tree could solve:
Find the longest common substrings
Find all maximal pairs, maximal repeats or supermaximal repeats
Find the Lempel-Ziv decomposition
Find the longest repeated substrings
Find the most frequently occurring substrings of a minimum length
Find the shortest strings from Σ that do not occur in D
Find the shortest substrings occurring only once
Find, for each i, the shortest substrings of Si not occurring elsewhere in D
Tuesday, September 9, 2008
Job Application
Applied two positions in Nokia Research:
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
Member of Research Staff-PAL0000002H
Description
Member of Research Staff - Ubiquitous Device Interoperability
Norkia's Research Center
Palo Alto, California
General Purpose
Nokia Research Center Palo Alto (NRCPA) is a new Nokia research lab founded in 2006 with the mission of carrying out a broad range of research activities in the areas of large-scale mobile internet services, systems and solutions.
The vision for this lab is to be the innovation agent, leveraging the culture, talents and dynamism of the Silicon Valley, to help transform Nokia into a leading company in not only mobile phone devices but also in mobile internet services, applications and solutions. The lab is located in Palo Alto and houses over 50 permanent researchers and about 30 interns.
To complement our energetic, multi-disciplinary NRCPA team, we are looking for an experienced embedded systems engineer and a well known research expert, who masters her/his own and closely related technology areas.
Main Responsibility Area
The NRCPA team is committed to the idea that a successful prototype and demonstration is the start and not the end of a research activity. As part of the team, you will be responsible for project-wide system development and integration, and actively contributes to and co-ordinates similar department-level activities.
The areas of technical responsibility require in-depth expertise in operating systems, multimedia frameworks, capability discovery and middleware software preferable within embedded systems. You will actively apply your skills in areas, ranging from concept development, implementation, system debugging, and problem analysis up to quality assessment and technology transfer.
We want to specifically explore the opportunities for interoperability between mobile devices and remote intelligent devices, with focus on audio/visual media and graphics content, together with related command & control. You will work with latest mobile device and prototype platforms, and will assess and integrate new software components and system concepts.
We will first address automotive use cases, and will go further beyond from there. The work aims the creation of an ecosystem, committed to open and standardized solutions, enabling Nokia services to span across device boundaries.
The work will give broad opportunities to actively collaborate with internal and external partners, contribution to standardization and large-scale end-user trials. The NRCPA lab fosters team member to create IPR and to conduct high-profile research publications.
Scope
We are looking for an active individual contributor, who performs and coordinates short- and mid-term activities to meet project- and department-level objectives, who carries out root/cause analysis in complex technical problems and develops and implements recommendations.
Within the NRCPA lab, you act as a source of scientific and technical expertise to other team members and contribute to scientific discussion in your own area. The work may include active contribution to other multi-disciplinary projects on department level.
Impact
The impact will be short- and mid-term, usually on project-level. During the technology transfer phase, it is expected that the impact will be broader. The new team member is accountable for quality, accuracy and efficiency of own and team achievements. Actions and errors will have project-level functional impact.
Key Tasks
PERSONAL DIMENSION: Innovate and carry out research - Define technical concepts and write system specifications - Implement and test solutions - Support standardization - IPR creation - Contribute actively with ideas and solve problems
PROJECT DIMENSION: Acts as an experienced and active team member in research projects - Coach and support others within the research project and own expertise area - Participates in the project planning process
Network
Colleagues within own technical area inside and outside Nokia - Own research project or topic reviews - Relevant customers
Qualifications
Individual Portfolio
Typically 6-9 years relevant experience; key contributor, recognized specialist; master degree and above
Environment
Accepts responsibility for and demonstrates support for delegated decisions; requires minimum supervision; uses non-standard approaches to resolving issues; suggests improvements and seeks opportunities for innovation; uses collegial or consultant interaction
Competencies
- Multimedia frameworks (e.g. gstreamer) and connectivity solutions (e.g. USB video)
- Interoperability technologies, like remote displays (e.g. X11, RDP) and user interaction (e.g. USB HID)
- Symbian/Linux operating system internals
- Embedded software development using C/C++, python for Linux and Symbian/S60
- Experimental system design, rapid prototyping and system debugging
Job Research & Development
Primary Location US-Palo Alto
Organization Corporate Development Office
Schedule Full-time
Education Level Master's Degree (±18 years)
Job Type Experienced
Employee Status Regular
Contact Name - External-Ginny Borelli
Contact Email - External-ext-ginny.borelli@nokia.com
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
R&D Specialist 2 - Member of Research Staff 2 (SRO)-PAL0000001A
Description
The MoBS (Mobile Business Solutions) research team of NRC/PA is looking for a bright, innovative and enthusiastic researcher to help us invent the future of the mobile and ubiquitous Internet experience, with a particular emphasis on how mobile technologies will change the nature of communication and collaboration in the [virtual] workplace(s) of the future. Our research vision is to create new mobile application and services for mobile workers or “road warriors”, with a potential to usher in new worker behaviors.
We are growing a team of highly passionate people with proclivities for prognostication, high-fidelity prototyping and strong presentation skills, who are devoted to the design, development and deployment of mobile internet systems that will redefine our perspectives on, and approaches to, connecting people. Our approach to research is extremely hands on and experimental with an emphasis on publishing our research findings at major conferences. We have openings for researchers with experience, skills and commitment to push beyond the current horizons in one or more of the following areas: Web 2.0, Enterprise 2.0, collaboration technologies, social network analysis, web application development, search, information retrieval, scalable database systems, knowledge Management and discovery, statistical modeling and analysis, and other related fields.
Qualifications
A Ph.D. in computer science or electrical engineering, or an M.S. plus 3-5 years of experience in a research environment. Skills in web-oriented development tools such as HTML, XML, Ajax, JavaScript, PHP, Python, Perl, CGI, SQL and ASP, are essential. Experience with Java and/or C++, working knowledge of computer science fundamentals, experience designing scalable system, Database design and familiarity with the Symbian operating system are all preferred, as is a predilection for learning new technologies. You should have strong practical and problem-solving skills, ability to effectively communicate and present research ideas, strong inclination to collaborate, and a passion to create new and innovative solutions.
Job Research & Development
Primary Location US-Palo Alto
Organization Corporate Development Office
Schedule Full-time
Education Level Doctorate Degree (over 19 years)
Job Type Experienced
Employee Status Regular
Travel Yes, 10% of the time
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
Member of Research Staff-PAL0000002H
Description
Member of Research Staff - Ubiquitous Device Interoperability
Norkia's Research Center
Palo Alto, California
General Purpose
Nokia Research Center Palo Alto (NRCPA) is a new Nokia research lab founded in 2006 with the mission of carrying out a broad range of research activities in the areas of large-scale mobile internet services, systems and solutions.
The vision for this lab is to be the innovation agent, leveraging the culture, talents and dynamism of the Silicon Valley, to help transform Nokia into a leading company in not only mobile phone devices but also in mobile internet services, applications and solutions. The lab is located in Palo Alto and houses over 50 permanent researchers and about 30 interns.
To complement our energetic, multi-disciplinary NRCPA team, we are looking for an experienced embedded systems engineer and a well known research expert, who masters her/his own and closely related technology areas.
Main Responsibility Area
The NRCPA team is committed to the idea that a successful prototype and demonstration is the start and not the end of a research activity. As part of the team, you will be responsible for project-wide system development and integration, and actively contributes to and co-ordinates similar department-level activities.
The areas of technical responsibility require in-depth expertise in operating systems, multimedia frameworks, capability discovery and middleware software preferable within embedded systems. You will actively apply your skills in areas, ranging from concept development, implementation, system debugging, and problem analysis up to quality assessment and technology transfer.
We want to specifically explore the opportunities for interoperability between mobile devices and remote intelligent devices, with focus on audio/visual media and graphics content, together with related command & control. You will work with latest mobile device and prototype platforms, and will assess and integrate new software components and system concepts.
We will first address automotive use cases, and will go further beyond from there. The work aims the creation of an ecosystem, committed to open and standardized solutions, enabling Nokia services to span across device boundaries.
The work will give broad opportunities to actively collaborate with internal and external partners, contribution to standardization and large-scale end-user trials. The NRCPA lab fosters team member to create IPR and to conduct high-profile research publications.
Scope
We are looking for an active individual contributor, who performs and coordinates short- and mid-term activities to meet project- and department-level objectives, who carries out root/cause analysis in complex technical problems and develops and implements recommendations.
Within the NRCPA lab, you act as a source of scientific and technical expertise to other team members and contribute to scientific discussion in your own area. The work may include active contribution to other multi-disciplinary projects on department level.
Impact
The impact will be short- and mid-term, usually on project-level. During the technology transfer phase, it is expected that the impact will be broader. The new team member is accountable for quality, accuracy and efficiency of own and team achievements. Actions and errors will have project-level functional impact.
Key Tasks
PERSONAL DIMENSION: Innovate and carry out research - Define technical concepts and write system specifications - Implement and test solutions - Support standardization - IPR creation - Contribute actively with ideas and solve problems
PROJECT DIMENSION: Acts as an experienced and active team member in research projects - Coach and support others within the research project and own expertise area - Participates in the project planning process
Network
Colleagues within own technical area inside and outside Nokia - Own research project or topic reviews - Relevant customers
Qualifications
Individual Portfolio
Typically 6-9 years relevant experience; key contributor, recognized specialist; master degree and above
Environment
Accepts responsibility for and demonstrates support for delegated decisions; requires minimum supervision; uses non-standard approaches to resolving issues; suggests improvements and seeks opportunities for innovation; uses collegial or consultant interaction
Competencies
- Multimedia frameworks (e.g. gstreamer) and connectivity solutions (e.g. USB video)
- Interoperability technologies, like remote displays (e.g. X11, RDP) and user interaction (e.g. USB HID)
- Symbian/Linux operating system internals
- Embedded software development using C/C++, python for Linux and Symbian/S60
- Experimental system design, rapid prototyping and system debugging
Job Research & Development
Primary Location US-Palo Alto
Organization Corporate Development Office
Schedule Full-time
Education Level Master's Degree (±18 years)
Job Type Experienced
Employee Status Regular
Contact Name - External-Ginny Borelli
Contact Email - External-ext-ginny.borelli@nokia.com
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
R&D Specialist 2 - Member of Research Staff 2 (SRO)-PAL0000001A
Description
The MoBS (Mobile Business Solutions) research team of NRC/PA is looking for a bright, innovative and enthusiastic researcher to help us invent the future of the mobile and ubiquitous Internet experience, with a particular emphasis on how mobile technologies will change the nature of communication and collaboration in the [virtual] workplace(s) of the future. Our research vision is to create new mobile application and services for mobile workers or “road warriors”, with a potential to usher in new worker behaviors.
We are growing a team of highly passionate people with proclivities for prognostication, high-fidelity prototyping and strong presentation skills, who are devoted to the design, development and deployment of mobile internet systems that will redefine our perspectives on, and approaches to, connecting people. Our approach to research is extremely hands on and experimental with an emphasis on publishing our research findings at major conferences. We have openings for researchers with experience, skills and commitment to push beyond the current horizons in one or more of the following areas: Web 2.0, Enterprise 2.0, collaboration technologies, social network analysis, web application development, search, information retrieval, scalable database systems, knowledge Management and discovery, statistical modeling and analysis, and other related fields.
Qualifications
A Ph.D. in computer science or electrical engineering, or an M.S. plus 3-5 years of experience in a research environment. Skills in web-oriented development tools such as HTML, XML, Ajax, JavaScript, PHP, Python, Perl, CGI, SQL and ASP, are essential. Experience with Java and/or C++, working knowledge of computer science fundamentals, experience designing scalable system, Database design and familiarity with the Symbian operating system are all preferred, as is a predilection for learning new technologies. You should have strong practical and problem-solving skills, ability to effectively communicate and present research ideas, strong inclination to collaborate, and a passion to create new and innovative solutions.
Job Research & Development
Primary Location US-Palo Alto
Organization Corporate Development Office
Schedule Full-time
Education Level Doctorate Degree (over 19 years)
Job Type Experienced
Employee Status Regular
Travel Yes, 10% of the time
Monday, September 8, 2008
Sunday, September 7, 2008
Research and teaching statements
UIUC's Career Services Office has a lot of stuff about this topic.
What's a research statement?
What's a teaching statement?
What's a research statement?
This is a brief summary of your work, which:
1) orients the reader to your specific interest within a broader discipline
2) describes how your research is related to others' work (though avoid discussing your dissertation adviser's work exclusively - be sure you represent yourself as the independent researcher that you are)
The statement should:
1) indicate why your research is important
2) identify who might care about it
3) provide your top 2 or 3 research questions
4) present the plans you have for addressing them in the coming years (make sure it sounds more involved than continuing to replicate findings from your dissertation)
state any funding sources you have in mind
What's a teaching statement?
This is a brief description of:
1) what you do in the classroom and why you do it, (do not simply repeat your course offerings)
2) your method(s) of teaching
3) your beliefs or justifications about why the method(s) are valuable
4) your specific goals as a teacher and the corresponding approaches you use to meet these goals
5) any technology you use in the classroom
This statement should demonstrate that you have been thoughtful about your teaching process.
Friday, September 5, 2008
Interview questions and hints (zz from MITBBS)
How do you handle difficult workmates/employees?
When I ask this type of questions to my candidates, I don't evaluate the answer based on how close it matches my desired answer, but rather, how thoughtful this person is.
Take the first question for example, it depends on who that difficult person is. Is he/she your peer or subordinate, or superior? Does that person refuse to do what you ask him/her to do or does this person just had a very negative thoughts about you? You want to be a good listener and try to dig beyond the surface to figure out what the real problem/conflict is. It might not be what you first think. You also want to communicate with that person and direct the energy into achieving the common goal for your team. When you don't have authority over that person, you can still influence that person by leading by example. In some situation, you may need to escalate the issue to the other person's manager. This needs to be done with caution because you also don't want to damage the relationship.
How do you handle difficult situations?
The same concept applies to how to handle difficult situation. You want to demonstrate that you are calm and you don't jump into conclusion. You always listen and investigate. Based on the nature of the problem, you choose the most appropriate ways to handle that.
It is also very helpful that you prepare for one or two real life examples to illustrate how you did and what the results are. Hope this helps.
When I ask this type of questions to my candidates, I don't evaluate the answer based on how close it matches my desired answer, but rather, how thoughtful this person is.
Take the first question for example, it depends on who that difficult person is. Is he/she your peer or subordinate, or superior? Does that person refuse to do what you ask him/her to do or does this person just had a very negative thoughts about you? You want to be a good listener and try to dig beyond the surface to figure out what the real problem/conflict is. It might not be what you first think. You also want to communicate with that person and direct the energy into achieving the common goal for your team. When you don't have authority over that person, you can still influence that person by leading by example. In some situation, you may need to escalate the issue to the other person's manager. This needs to be done with caution because you also don't want to damage the relationship.
How do you handle difficult situations?
The same concept applies to how to handle difficult situation. You want to demonstrate that you are calm and you don't jump into conclusion. You always listen and investigate. Based on the nature of the problem, you choose the most appropriate ways to handle that.
It is also very helpful that you prepare for one or two real life examples to illustrate how you did and what the results are. Hope this helps.
Thursday, September 4, 2008
Preparation (zz from MITBBS)
An overall summary:
要是你问我找工作什么最重要，我会说：
1：基本功，基本功，基本功！除非你有4，5年的work experience，一般的公司对fresh graduate的期望值都是基本功要扎实。我有2年的工作经验，但面试我的没有一个公司怎么拿这当回事，问得都还是基本CS问题。
2：Be well prepared！在你发出第一份简历之前，要确信你准备好了。找工作需要运气，但是运气来的时候，只有well prepared的人才能抓得住。至少花2个月时间go through data structure, algorithms, 列在你简历上的programming languages, 再加一些OS, database之类的知识点，depending on your area。我自己的痛心经历就是：在我还没有开始正式准备好找工作之前，接受了G公司的interview。结果一个电话interview就fail了。如果现在还能再给我一次机会，我相信自己应该可以拿到onsite，至少可以尝一下有名的G家饭了。
投简历：
最有效的方法大家都总结过了，就是networking。不管是朋友，同学，朋友的朋友，只要能帮你circulate resume的，你面试的几率会很大。我面试的8家公司中，有2个是朋友托朋友拿到的。其次是直接投公司网站，有3个（我投了估计近百份），剩下3个是recruiter看到简历后联系的。
几个常用的job hunting网站中，monster对我最有用，拿到了3个面试机会。Dice和career builder就引来了一堆ICC。我在精华区看到一个怎么在monster上增加点击率的tip：就是存两个resume，一个public一个private，每天早上来个switch，这样能使你的resume被更多关注。
准备：
书：都是大家推荐过的，introduction to data structure, programming interview exposed, programming pearls。
题目：本版精华区，careercup。不要只看答案，要自己思考，否则你的problem solving能力不会提高，类似的题目换一个条件你可能就解决不了。
Behavior questions:
问得很少，但是hiring manager一般会问一些，答得磕磕巴巴可不行。以下是我个人认为必须准备一个标准答案，能做到张口就来的:
1) What’s your strength? Or why should we hire you or something similar。
我被问了至少3次。接着再问weakness的有一个，都是那种级别高点的interviewer.
2): Why xxx?
Do a little research on the company your are applying for. 我被问了2次。
3): career goal/ what do you want to do in the next a few years?
太常见了，被问了>5次。
4）what did you learn from you xxx experience/project?
被hiring manger问了2次。
要是你问我找工作什么最重要，我会说：
1：基本功，基本功，基本功！除非你有4，5年的work experience，一般的公司对fresh graduate的期望值都是基本功要扎实。我有2年的工作经验，但面试我的没有一个公司怎么拿这当回事，问得都还是基本CS问题。
2：Be well prepared！在你发出第一份简历之前，要确信你准备好了。找工作需要运气，但是运气来的时候，只有well prepared的人才能抓得住。至少花2个月时间go through data structure, algorithms, 列在你简历上的programming languages, 再加一些OS, database之类的知识点，depending on your area。我自己的痛心经历就是：在我还没有开始正式准备好找工作之前，接受了G公司的interview。结果一个电话interview就fail了。如果现在还能再给我一次机会，我相信自己应该可以拿到onsite，至少可以尝一下有名的G家饭了。
投简历：
最有效的方法大家都总结过了，就是networking。不管是朋友，同学，朋友的朋友，只要能帮你circulate resume的，你面试的几率会很大。我面试的8家公司中，有2个是朋友托朋友拿到的。其次是直接投公司网站，有3个（我投了估计近百份），剩下3个是recruiter看到简历后联系的。
几个常用的job hunting网站中，monster对我最有用，拿到了3个面试机会。Dice和career builder就引来了一堆ICC。我在精华区看到一个怎么在monster上增加点击率的tip：就是存两个resume，一个public一个private，每天早上来个switch，这样能使你的resume被更多关注。
准备：
书：都是大家推荐过的，introduction to data structure, programming interview exposed, programming pearls。
题目：本版精华区，careercup。不要只看答案，要自己思考，否则你的problem solving能力不会提高，类似的题目换一个条件你可能就解决不了。
Behavior questions:
问得很少，但是hiring manager一般会问一些，答得磕磕巴巴可不行。以下是我个人认为必须准备一个标准答案，能做到张口就来的:
1) What’s your strength? Or why should we hire you or something similar。
我被问了至少3次。接着再问weakness的有一个，都是那种级别高点的interviewer.
2): Why xxx?
Do a little research on the company your are applying for. 我被问了2次。
3): career goal/ what do you want to do in the next a few years?
太常见了，被问了>5次。
4）what did you learn from you xxx experience/project?
被hiring manger问了2次。
Wednesday, September 3, 2008
Job fields - System Analyst
Job Description
Computer systems analysts solve computer problems and apply computer technology to meet the individual needs of an organization. They help an organization to realize the maximum benefit from its investment in equipment, personnel, and business processes. Systems analysts may plan and develop new computer systems or devise ways to apply existing systems resources to additional operations. They may design new systems, including both hardware and software, or add a new software application to harness more of the computers power. Most systems analysts work with specific types of systems—for example, business, accounting, or financial systems, or scientific and engineering systems—that vary with the kind of organization. Some systems analysts also are known as systems developers or systems architects.
Median Salary
$71,000
Education Requirements
Employers generally prefer applicants who have at least a bachelor’s degree in computer science, information science, or management information systems (MIS).
Job Outlook
Employment is expected to grow much faster than the average for all occupations, with an increase of 29% expected between 2006 and 2016.
Job fields - IT Manager
Job Description
Computer and information systems managers direct the work of systems analysts, computer programmers, support specialists, and other computer-related workers. These managers plan and coordinate installation and upgrading of hardware and software, programming and systems design, development of computer networks, and implementation of Internet and intranet sites. They’re increasingly involved with the upkeep, maintenance, and security of networks. They analyze the computer and information needs of their organizations and determine immediate and long-range personnel and equipment requirements. They assign and review the work of their subordinates and stay abreast of the latest technology to ensure the organization doesn’t lag behind competitors.
Median Salary
$104,000
Education Requirements
Many managers possess advanced technical knowledge gained from working in a computer occupation.Job opportunities will be best for applicants with computer-related work experience; a master’s degree in business administration (MBA) with technology as a core component, or a management information systems degree; and strong communication and administrative skills.
Job Outlook
Employment of computer and information systems managers is expected to grow by 16% from 2006 to 2016.
Job fields - Computer Programmer
Job Description
Computer programmers write, test, and maintain software applications. Programmers also conceive, design, and test logical structures for solving problems by computer. Job titles and descriptions may vary, depending on the organization, and this group has a wide range of responsibilities and educational backgrounds. Applications programmers write programs to handle a specific job, such as a program to track inventory within an organization. They also may revise existing packaged software or customize generic applications purchased from vendors. Systems programmers write programs to maintain and control computer systems software, such as operating systems, networked systems, and database systems.
Median Salary
$65,510
Education Requirements
Almost 8 out of 10 computer programmers held an associate’s degree or higher in 2006; nearly half held a bachelor’s degree, and 2 out of 10 held a graduate degree. Job prospects will be best for applicants with a bachelor’s degree and experience with a variety of programming languages and tools. Obtaining vendor-specific or language-specific certification also can provide a competitive edge.
Job Outlook
Although employment is projected to decline 4%, numerous job openings will result from the need to replace programmers who leave the labor force or transfer to other occupations.
Job fields - Computer Software Engineer
Job Description
Software engineers analyze users’ needs and design, construct, test, and maintain computer applications software or systems. They also solve technical problems that arise. Software engineers can be involved in the design and development of many types of software, including software for operating systems and network distribution, and compilers, which convert programs for execution on a computer. Computer applications software engineers build and maintain general computer applications software or specialized utility programs, while computer systems software engineers coordinate the construction and maintenance of a company’s computer systems and plan their future growth.
Median Salary
$88,500
Education Requirements
Most employers prefer applicants who have at least a bachelor’s degree in computer science or software engineering. Graduate degrees are preferred for some of the more complex jobs. In 2006, about 80 percent of workers had a bachelor’s degree or higher. Because of increasing emphasis on computer security, software engineers with advanced degrees in mathematics and systems design will be sought after.
Job Outlook
Employment of computer software engineers is projected to increase by 38 percent over the 2006 to 2016 period, which is one of the largest employment increases of any occupation.
Websites for ebooks
http://www.itpub.net
http://www.verycd.com
http://www.netyi.net
programming pearl on-line
http://www.dleex.com/details/?9063
algorithms on-line
http://www.algorithmist.com/
http://www
http://www
programmin
http://www
algorithms
http://www
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