发信人: ccccmm (猪喂曼玉), 信区: SanFrancisco
标 题: 我在美国工作十多年，经历了很多裁员事件。有些心得可以分享。
发信站: BBS 未名空间站 (Mon Sep 29 17:16:18 2008)
在美国工作十多年，经历了很多裁员事件。有些心得可以分享。
其实，大形式是最重要，如果一个部门长期停滞不前，成为企业的鸡肋，我以为就要动
一动了，坐在那里等着，当然会有LAY OFF PACKAGE，但如果不想等那个，就要另找个
部门或公司。不要怕挑战，中国人能力很强，只要用心，没有拿不下的工作。并且，在
一个公司有几年经验后，跳槽可以期望至少10%的工资上浮。
如果看好了所在企业，想保持工作，显而易见，要做到：
1. 工作日要做到守时，
因为这是最容易有证据的。N年前就职的公司，两个部门合并，被推上管理层，真是勉
为其难。不到一个月，公司一个产品失败，经济缩减，管理手头没有了请员工吃饭的权
利，但没有任何迹象表明有可能裁员。一日，HR通知我，一位美国女人长期迟到早退，
并且有BADGE IN/OUT 记录。铁证如山，我不得不做恶人，传达HR意愿，那是第一次亲
自WALK A PERSON OUT. 其实都不大认识她，部门30多人，她CUBE 在我楼上。同情也没
办法，其他人问起，我不能解释。只说： THAT’S MY JOB TO PROTECT OUR COMPANY.
也就是说，公司MONITOR你，辞退时不写在书面，除非被解雇的法律告公司，公司才有
必要出示证据。
2. 上班少上网，更不能做买卖，股票。
上面事件稍后时间，IT和HR送来CONFIDENTIAL信件，一位是我朋友的中国青年人，每月
上网点击达到全公司TOP 0.1%, 并且在网上EBAY买卖。我被告知和他谈话，同时IT封杀
了他的计算机，一个小时后帮他拿着私人物件出公司。心情比上面那个还遭。。。。不
得不承认，自己人总是心痛自己人，好在，中国员工确实很扎实有才能，这让我很容易
爱同胞。
3. 为自己留证据，不要给别人留下把柄。
这也是多年前的事儿，一个美国女同事性格孤僻，虽然人很好，但别人跟她共事很难。
那天她和一个同事因工作而争执，据说那个人当面讲了很多难听的话，简直就是JERK。
我知道那个人极其可能说了难入耳的话。女同事性格内向，所以当时气得说不出话，回
家后写了很长的EMAIL给男同事反击。有警告和辱骂，那个男员工不是我们部门的，但
将EMAIL转发给我和上司。上司立刻转发给HR, 很快，女同事就被解雇。
4. 积极进取，不要混日子。
两月前年度计划出来，受经济大形势影响，公司财政缩减。有两个员工在公司十多年，
却一直从事及其简单的事务，技术很强的的员工，认为那点事，可以顺手完成。要裁员
，这两个人就最先走人, 悲惨的是走了，竟然无人惦记， OUT OF SIGHT OUT OF MIND.
另有一个主管，在公司做了几十年，手下就5个人，他却不做任何技术工作，只做
PEOPLE MANAGER， 大小事情必经他手，不然办不成。很多人对他有意见。加上最近公
司内部AUDITING, 发现他们部门和多问题，自然要他走人。
事业是长久之计，不断更新自己的知识，训练自己的能力，才是立足之本。
5. 别不跟老板套近乎。
中国有句秀才喜爱的话：不为五斗米折腰。 我以为是人格高尚的范例。
可是，如果你觉得在公司屈才，是你的才能与工作不对口，也可能是老板乃乡村小人也
。那就应该另谋高就。
否则，平日里要有团队协作精神，勇敢挑梁做关键项目，让老板知道你的举足轻重。见
到上级平心和气，有一些SMALL TALKS，记住闲谈里的小事，下次见面接着问下去，从
此便有了彼此相识相知的理由。更重要的是，让老板知道你的进取心和FLEXIBILITY。
一有机会，就能想到你，或者在裁员和紧缩时，能先调动你去稳定部门。如果平时一身
傲气，或者太安静无声，可有可无的人物，即使被裁掉，都没有几个人注意到或者想念。
6. 只做技术也许不够
说老实话，如果平时帮助老板张罗事情，也是一种落脚之由。一个部门，总有些杂七杂
八的事务要人打理。另外UNITED WAY等募捐活动也是集体精神和奉献心的体验，更是
LEADERSHIP的表现，不可忽视。
埋头苦干是好滴，但别人不知道你奉献了多少，怎么可以？所以每年一两次，集合自己
的经验和体会，所完成的PROJECT，在会议上分享给大家，是LEADERSHIP的体现，让别
人心服口服你的成就。这样，不可多得的人才，好的公司是一定挽留到底的。
本文来源：单亲母亲
Tuesday, September 30, 2008
Wednesday, September 17, 2008
search/sort algorithms
Based upon what points we should choose proper search/sort algorithm for problem solution from all available algos (Quick, heap, selection, shell, insertion, Binary Tree, bubble sort etc.) ? To be specific, when should we use above algos ? examples will be appreciated.
Regards
Regards
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.
Friday, September 12, 2008
Two Postdoc positions at University of Montreal
Two Postdoc positions at University of Montreal
Abdelhakim Hafid ahafid at iro.umontreal.ca
Sat Jun 28 06:28:11 EDT 2008
Previous message: [Tccc] Postdoc position in the design and management of all optical networks at University of Montreal
Next message: [Tccc] MobiCom 2008 Call for Panels
Messages sorted by: [ date ] [ thread ] [ subject ] [ author ]
The Network Research Lab (NRL) at The University of Montreal invites
applications from outstanding applicants for two postdoctoral positions:
(1) The first position is in the design and management of WMNs
(Wireless Mesh Networks); and
(2) The second position is in the design and management of all optical
networks including OBS (Optical Burst Switching) networks.
The successful applicant, for each position, must have a PhD in Computer
Science or in a closely related field. He/she is expected to display a
track record of accomplishments in the field. A strong background in
optimization is preferred. Good verbal and written skills in English are
required. Candidates are expected to publish scholarly work in top peer
reviewed conferences and journals, and assist in proposal writing.
The starting date will be determined by mutual agreement. The initial
contract will be for 12 months (possibility of extension for the first
position).
Applicants should e-mail their resume with a list of three references
and links to 2-3 representative published papers. Applications will be
accepted until the position is filled. For more information, contact:
Prof. A.S. Hafid (ahafid at iro.umontreal.ca).
Abdelhakim Hafid ahafid at iro.umontreal.ca
Sat Jun 28 06:28:11 EDT 2008
Previous message: [Tccc] Postdoc position in the design and management of all optical networks at University of Montreal
Next message: [Tccc] MobiCom 2008 Call for Panels
Messages sorted by: [ date ] [ thread ] [ subject ] [ author ]
The Network Research Lab (NRL) at The University of Montreal invites
applications from outstanding applicants for two postdoctoral positions:
(1) The first position is in the design and management of WMNs
(Wireless Mesh Networks); and
(2) The second position is in the design and management of all optical
networks including OBS (Optical Burst Switching) networks.
The successful applicant, for each position, must have a PhD in Computer
Science or in a closely related field. He/she is expected to display a
track record of accomplishments in the field. A strong background in
optimization is preferred. Good verbal and written skills in English are
required. Candidates are expected to publish scholarly work in top peer
reviewed conferences and journals, and assist in proposal writing.
The starting date will be determined by mutual agreement. The initial
contract will be for 12 months (possibility of extension for the first
position).
Applicants should e-mail their resume with a list of three references
and links to 2-3 representative published papers. Applications will be
accepted until the position is filled. For more information, contact:
Prof. A.S. Hafid (ahafid at iro.umontreal.ca).
Research vacancies at CLARITY Centre for Sensor Web Technologies
Research vacancies at CLARITY Centre for Sensor Web Technologies
Daniel Négru daniel.negru at labri.fr
Tue Jul 15 07:30:29 EDT 2008
* Previous message: [Tccc] PhD Student Research Assistant Positions at University of Alabama, Department of Computer Science
* Next message: [Tccc] JSAC special issue on Wireless and Pervasive Communications for Healthcare: Submission deadline July 30, 2008
* Messages sorted by: [ date ] [ thread ] [ subject ] [ author ]
Research vacancies at CLARITY Centre for Sensor Web Technologies
www.clarity-centre.com
The new CLARITY Centre is now seeking well-qualified, motivated PhD
researchers who want to be part of a world-class research group in
Sensor and Adaptive Information Technology. This is a great opportunity
for PhD and postdoctoral researchers to boost their careers into
research with a strong impact both on industry and academia.
Starting date:
1st round Sept/Oct 2008
2nd round Jan/Feb 2009
First round PhD and postdocs recruitment deadline: 1 August 2008
CLARITY is divided into 5 main research packages (RP); see
clarity-centre.com for more information. Please email the following PIs
according to your research interest:
RP1: chemical sensors; email Dermot Diamond and Niall Moyna
http://www.dcu.ie/chemistry/biographies/dermot_diamond.shtml
http://www.dcu.ie/shhp/biographies/niall_moyna.shtml
RP2: platforms email Brendan O'Flynn and Cian O'Mathuna
http://www.tyndall.ie/mai/staff/brendanoflynn.htm
http://www.tyndall.ie/mai/staff/cianomathuna.htm
RP3: networking and self organization email Antonio Ruzzelli and Gregory
O'Hare
http://csiweb.ucd.ie/Staff/AcademicStaff/gohare/
http://csserver.ucd.ie/~aruzzelli/default.htm
RP4: digital processing email Noel O'Connor and Alan Smeaton
http://elm.eeng.dcu.ie/~oconnorn/
http://www.computing.dcu.ie/~asmeaton/
RP5: Web search and data personalization email Barry Smyth and Alan Smeaton
http://www.cs.ucd.ie/Staff/AcademicStaff/bsmyth/
http://www.computing.dcu.ie/~asmeaton/
RP3-specific PhD Studentships
PhD TASK 1: ADAPTIVE NETWORK-AWARE DATA CAPTURE AND FILTERING
PhD TASK 2: SENSOR AGGREGATION AND DATA USABILITY
PhD TASK 3: DELIVERY AND DISSEMINATION WITHIN AN AUTONOMIC INFRASTRUCTURE
PhD TASK 4: COLLABORATION, AUTONOMY AND MOBILITY
PhD TASK 5: NETWORKING THROUGH AN INTERACTIVE DASHBOARD FOR NETWORK
DIAGNOSIS
PhD TASK 6: INTERACTIVE INDOOR AND OUTDOOR NODE LOCALIZATION
PhD TASK 7: SENSOR-AIDED UBIQUITOUS ROBOTICS
These are full funded research positions for the entire duration of the
PhD, usually in about 3 or 4 years. Holders of the positions have
opportunities to spend a period of research within premises of CLARITY
industry partners. More information are available at
http://www.clarity-centre.com
About CLARITY
The CLARITY centre, a consortium of University College Dublin, Dublin
City University, and Tyndall research institute, has recently obtained
EUR16.4 million from the Irish Government CSET programme and a set of
industry partners to work on Sensor Web technologies. CLARITY is a
multi-disciplinary research centre with strong expertise on several
aspects of sensorial devices, sensor networking, data mining techniques
and data personalization. The centre will focus on 3 main research
areas: (1) Sensor Networks & Systems; (2) Data Mining & Knowledge
Discovery; (3) Adaptivity & Personalized Feedback. CLARITY brings about
80 experts from electronic engineering, computer science,
civil/environmental engineering, architecture, chemical engineering,
working closely with the healthcare organizations and environmental
agencies. A key differentiator of CLARITY's vision is the coherent
integration of research programmes in market-oriented application
scenarios. To this end, we have carefully chosen two areas for
demonstrators: Personalized Healthcare and Adaptive Environment
monitoring. For further details see the CLARITY webpage
Requirements/skills
The holder of the studentship will be expected to pursue research within
the overall scope of the CLARITY centre. Applicants should hold a good
honours undergraduate degree in computer science/engineering, and be
able to demonstrate an aptitude for either constraint programming,
embedded systems, and networking. Preference will be given to candidate
with a good understanding of embedded system programming,
energy-efficient sensor networking. A knowledge sensor networks issues
and operating systems such as TinyOS or Contiki is an advantage.
Salary
The successful applicants will receive total funding of approximately
EUR20K (tax free) per annum for four years (subjected to annual standard
increase)+ university fees + necessary equipment. These positions are
available from September/October 2008 and are open to applicants of any
nationality.
How to apply for the RP3 research programme
Applications by email to
Gregory O'Hare gregory.ohare at ucd.ie and Dr. Antonio Ruzzelli ruzzelli at ucd.ie
Applications must include, in PDF format only:
1. Full CV;
2. List of all modules and results from undergraduate;
3. One-page abstract describing the most relevant project (if applicable);
4. One-page abstract describing undergraduate work placement or other
relevant work experience (if applicable);
5. A short statement explaining interest in research.
Please ensure that all emails have "PhD Studentship (RP3 CLARITY)" in
the Subject.
Further opportunities
A further range of administrative and research positions are now
available at CLARITY. Please refer to the CLARITY vacancy page for a
full list of the current vacancies.
--
--------------------------------------------------------------
Daniel Négru
Maitre de Conférences - Associate Professor
LaBRI - COMET | ENSEIRB - Telecommunications
351 Cours de la Libération, | 1 Av. du Dr Schweitzer, BP 99,
33405 Talence Cedex, FRANCE | 33402 Talence Cedex, FRANCE
|
daniel.negru at labri.fr | daniel.negru at enseirb.fr
Tel : +33 (0)5 40 00 35 09 | Tel : +33 (0)5 56 84 44 66
Fax : +33 (0)5 40 00 66 69 | Fax : +33 (0)5 56 84 21 80
http://www.labri.fr/~negru | http://www.enseirb.fr/~negru
Daniel Négru daniel.negru at labri.fr
Tue Jul 15 07:30:29 EDT 2008
* Previous message: [Tccc] PhD Student Research Assistant Positions at University of Alabama, Department of Computer Science
* Next message: [Tccc] JSAC special issue on Wireless and Pervasive Communications for Healthcare: Submission deadline July 30, 2008
* Messages sorted by: [ date ] [ thread ] [ subject ] [ author ]
Research vacancies at CLARITY Centre for Sensor Web Technologies
www.clarity-centre.com
The new CLARITY Centre is now seeking well-qualified, motivated PhD
researchers who want to be part of a world-class research group in
Sensor and Adaptive Information Technology. This is a great opportunity
for PhD and postdoctoral researchers to boost their careers into
research with a strong impact both on industry and academia.
Starting date:
1st round Sept/Oct 2008
2nd round Jan/Feb 2009
First round PhD and postdocs recruitment deadline: 1 August 2008
CLARITY is divided into 5 main research packages (RP); see
clarity-centre.com for more information. Please email the following PIs
according to your research interest:
RP1: chemical sensors; email Dermot Diamond and Niall Moyna
http://www.dcu.ie/chemistry/biographies/dermot_diamond.shtml
http://www.dcu.ie/shhp/biographies/niall_moyna.shtml
RP2: platforms email Brendan O'Flynn and Cian O'Mathuna
http://www.tyndall.ie/mai/staff/brendanoflynn.htm
http://www.tyndall.ie/mai/staff/cianomathuna.htm
RP3: networking and self organization email Antonio Ruzzelli and Gregory
O'Hare
http://csiweb.ucd.ie/Staff/AcademicStaff/gohare/
http://csserver.ucd.ie/~aruzzelli/default.htm
RP4: digital processing email Noel O'Connor and Alan Smeaton
http://elm.eeng.dcu.ie/~oconnorn/
http://www.computing.dcu.ie/~asmeaton/
RP5: Web search and data personalization email Barry Smyth and Alan Smeaton
http://www.cs.ucd.ie/Staff/AcademicStaff/bsmyth/
http://www.computing.dcu.ie/~asmeaton/
RP3-specific PhD Studentships
PhD TASK 1: ADAPTIVE NETWORK-AWARE DATA CAPTURE AND FILTERING
PhD TASK 2: SENSOR AGGREGATION AND DATA USABILITY
PhD TASK 3: DELIVERY AND DISSEMINATION WITHIN AN AUTONOMIC INFRASTRUCTURE
PhD TASK 4: COLLABORATION, AUTONOMY AND MOBILITY
PhD TASK 5: NETWORKING THROUGH AN INTERACTIVE DASHBOARD FOR NETWORK
DIAGNOSIS
PhD TASK 6: INTERACTIVE INDOOR AND OUTDOOR NODE LOCALIZATION
PhD TASK 7: SENSOR-AIDED UBIQUITOUS ROBOTICS
These are full funded research positions for the entire duration of the
PhD, usually in about 3 or 4 years. Holders of the positions have
opportunities to spend a period of research within premises of CLARITY
industry partners. More information are available at
http://www.clarity-centre.com
About CLARITY
The CLARITY centre, a consortium of University College Dublin, Dublin
City University, and Tyndall research institute, has recently obtained
EUR16.4 million from the Irish Government CSET programme and a set of
industry partners to work on Sensor Web technologies. CLARITY is a
multi-disciplinary research centre with strong expertise on several
aspects of sensorial devices, sensor networking, data mining techniques
and data personalization. The centre will focus on 3 main research
areas: (1) Sensor Networks & Systems; (2) Data Mining & Knowledge
Discovery; (3) Adaptivity & Personalized Feedback. CLARITY brings about
80 experts from electronic engineering, computer science,
civil/environmental engineering, architecture, chemical engineering,
working closely with the healthcare organizations and environmental
agencies. A key differentiator of CLARITY's vision is the coherent
integration of research programmes in market-oriented application
scenarios. To this end, we have carefully chosen two areas for
demonstrators: Personalized Healthcare and Adaptive Environment
monitoring. For further details see the CLARITY webpage
Requirements/skills
The holder of the studentship will be expected to pursue research within
the overall scope of the CLARITY centre. Applicants should hold a good
honours undergraduate degree in computer science/engineering, and be
able to demonstrate an aptitude for either constraint programming,
embedded systems, and networking. Preference will be given to candidate
with a good understanding of embedded system programming,
energy-efficient sensor networking. A knowledge sensor networks issues
and operating systems such as TinyOS or Contiki is an advantage.
Salary
The successful applicants will receive total funding of approximately
EUR20K (tax free) per annum for four years (subjected to annual standard
increase)+ university fees + necessary equipment. These positions are
available from September/October 2008 and are open to applicants of any
nationality.
How to apply for the RP3 research programme
Applications by email to
Gregory O'Hare gregory.ohare at ucd.ie and Dr. Antonio Ruzzelli ruzzelli at ucd.ie
Applications must include, in PDF format only:
1. Full CV;
2. List of all modules and results from undergraduate;
3. One-page abstract describing the most relevant project (if applicable);
4. One-page abstract describing undergraduate work placement or other
relevant work experience (if applicable);
5. A short statement explaining interest in research.
Please ensure that all emails have "PhD Studentship (RP3 CLARITY)" in
the Subject.
Further opportunities
A further range of administrative and research positions are now
available at CLARITY. Please refer to the CLARITY vacancy page for a
full list of the current vacancies.
--
--------------------------------------------------------------
Daniel Négru
Maitre de Conférences - Associate Professor
LaBRI - COMET | ENSEIRB - Telecommunications
351 Cours de la Libération, | 1 Av. du Dr Schweitzer, BP 99,
33405 Talence Cedex, FRANCE | 33402 Talence Cedex, FRANCE
|
daniel.negru at labri.fr | daniel.negru at enseirb.fr
Tel : +33 (0)5 40 00 35 09 | Tel : +33 (0)5 56 84 44 66
Fax : +33 (0)5 40 00 66 69 | Fax : +33 (0)5 56 84 21 80
http://www.labri.fr/~negru | http://www.enseirb.fr/~negru
Post-doc Position at INRIA / LIP - FRANCE
Post-doc Position at INRIA / LIP - FRANCE
Isabelle Guerin-Lassous Isabelle.Guerin-Lassous at ens-lyon.fr
Wed Jul 9 06:00:32 EDT 2008
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RESO Team
INRIA - LIP
ENS Lyon, FRANCE
http://www.ens-lyon.fr/LIP/RESO/
The RESO team at INRIA and LIP (Lyon, France) invites applications from
outstanding candidates for a post-doctoral research position. The
mission of RESO team is to design optimized protocols and software for
high performance networks.
We are seeking candidates to conduct research in the design and
implementation of multihop wireless networks and heterogeneous
networks. Specifically, we seek a candidate who can contribute to the
theory and design of efficient rate control protocols in such
networks, and to the implementation of the proposed solutions in real
networks.
Requirements:
- A Ph.D. in computer science, or a related field.
- Experience with wireless networks, congestion control and protocol
implementation.
- Excellent analytical and technical skills.
- Excellent organizational and communication skills.
The duration of the position is 12 months. The starting date could be
September 2008, but allowances may be made for other starting times.
Applications should include, in a single PDF document, a cover letter
and a detailed CV with publication list and the names of three
references. Applications should be emailed to
isabelle.guerin-lassous at ens-lyon.fr.
For more information, please contact: Professor Isabelle Guérin
Lassous, isabelle.guerin-lassous at ens-lyon.fr.
---------------------------------------------------------------
Isabelle Guérin Lassous
Full professor
University Lyon I - LIP - INRIA
ENS Lyon - 46, allée d'Italie - 69364 Lyon Cedex 07 - FRANCE
Phone: +33 4 72 72 85 47
Fax: +33 4 72 72 80 80
http://perso.ens-lyon.fr/isabelle.guerin-lassous/
Isabelle Guerin-Lassous Isabelle.Guerin-Lassous at ens-lyon.fr
Wed Jul 9 06:00:32 EDT 2008
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RESO Team
INRIA - LIP
ENS Lyon, FRANCE
http://www.ens-lyon.fr/LIP/RESO/
The RESO team at INRIA and LIP (Lyon, France) invites applications from
outstanding candidates for a post-doctoral research position. The
mission of RESO team is to design optimized protocols and software for
high performance networks.
We are seeking candidates to conduct research in the design and
implementation of multihop wireless networks and heterogeneous
networks. Specifically, we seek a candidate who can contribute to the
theory and design of efficient rate control protocols in such
networks, and to the implementation of the proposed solutions in real
networks.
Requirements:
- A Ph.D. in computer science, or a related field.
- Experience with wireless networks, congestion control and protocol
implementation.
- Excellent analytical and technical skills.
- Excellent organizational and communication skills.
The duration of the position is 12 months. The starting date could be
September 2008, but allowances may be made for other starting times.
Applications should include, in a single PDF document, a cover letter
and a detailed CV with publication list and the names of three
references. Applications should be emailed to
isabelle.guerin-lassous at ens-lyon.fr.
For more information, please contact: Professor Isabelle Guérin
Lassous, isabelle.guerin-lassous at ens-lyon.fr.
---------------------------------------------------------------
Isabelle Guérin Lassous
Full professor
University Lyon I - LIP - INRIA
ENS Lyon - 46, allée d'Italie - 69364 Lyon Cedex 07 - FRANCE
Phone: +33 4 72 72 85 47
Fax: +33 4 72 72 80 80
http://perso.ens-lyon.fr/isabelle.guerin-lassous/
Research Scientist Position at Arizona
Research Scientist Position
Marwan Krunz krunz at ece.arizona.edu
Tue Jul 8 11:04:02 EDT 2008
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RESEARCH SCIENTIST POSITION
Department of Electrical & Computer Engineering, University of Arizona
The wireless and advanced networking group of the Dept. of Electrical &
Computer Engineering, University of Arizona, has an immediate opening for a
research scientist in the general area of wireless communications and
networks, with emphasis on cross-layer (routing/MAC/PHY) design and
optimization of spectrum-adaptive and multi-antenna wireless systems.
Specific technologies of interest include cognitive radio networks, MIMO
systems, and UWB. Solid theoretical and/or experimental background in one or
more of the aforementioned areas (as demonstrated by prior publications) is
expected.
Candidates must have a PhD degree in EE/CS or a related discipline by the
time of the appointment, and must have a strong command of English. The
initial appointment is for one year, with the possibility of extending it
for up to 3 years, depending on the candidate's performance and the
availability of funds. The position is funded by NSF, the state of Arizona,
and industrial partners through the Connection One I/UCRC center (a
consortium that includes several universities and companies).
Applications and inquires should be sent to krunz at ece.arizona.edu (message
subject: research scientist position). Include in the application a CV, a
research statement, and the names of at least three references.
___________________________________________
Marwan Krunz
Professor
Co-director, ConnectionOne Center
Department of Electrical & Computer Engineering
The University of Arizona
ECE Bldg., 1230 E. Speedway Blvd.
Tucson, AZ 85721
Tel. (520) 621-8731
Fax. (520) 621-3862
krunz at ece.arizona.edu
www.ece.arizona.edu/~krunz
Marwan Krunz krunz at ece.arizona.edu
Tue Jul 8 11:04:02 EDT 2008
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RESEARCH SCIENTIST POSITION
Department of Electrical & Computer Engineering, University of Arizona
The wireless and advanced networking group of the Dept. of Electrical &
Computer Engineering, University of Arizona, has an immediate opening for a
research scientist in the general area of wireless communications and
networks, with emphasis on cross-layer (routing/MAC/PHY) design and
optimization of spectrum-adaptive and multi-antenna wireless systems.
Specific technologies of interest include cognitive radio networks, MIMO
systems, and UWB. Solid theoretical and/or experimental background in one or
more of the aforementioned areas (as demonstrated by prior publications) is
expected.
Candidates must have a PhD degree in EE/CS or a related discipline by the
time of the appointment, and must have a strong command of English. The
initial appointment is for one year, with the possibility of extending it
for up to 3 years, depending on the candidate's performance and the
availability of funds. The position is funded by NSF, the state of Arizona,
and industrial partners through the Connection One I/UCRC center (a
consortium that includes several universities and companies).
Applications and inquires should be sent to krunz at ece.arizona.edu (message
subject: research scientist position). Include in the application a CV, a
research statement, and the names of at least three references.
___________________________________________
Marwan Krunz
Professor
Co-director, ConnectionOne Center
Department of Electrical & Computer Engineering
The University of Arizona
ECE Bldg., 1230 E. Speedway Blvd.
Tucson, AZ 85721
Tel. (520) 621-8731
Fax. (520) 621-3862
krunz at ece.arizona.edu
www.ece.arizona.edu/~krunz
Postdoc Position in Wireless Networking at Washington, DC USA
Postdoc Position in Wireless Networking at Washington, DC USA
Li, Jiang (Leo) lij at ustc.edu
Mon Aug 25 01:04:51 EDT 2008
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The Computer Networks Lab in the Department of Computer Science at the
Howard University invites applications for a full-time postdoctoral
research position in the area of wireless networking. The candidate must
obtain his/her Ph.D. degree before joining Howard, and should have
adequate networks research experience demonstrated through publications
in international conferences and journals. Good verbal and written
skills in English are required.
The candidate is expected to pursue research on mobile wireless
networks, especially in the areas of routing and scheduling. He/she
should possess solid background in
* Combinatorial optimization
* Probability and statistics
* Graph theory
* Network simulation programing (in C-like languages)
The position is for three years and starts immediately. Annual renewal
is required pending performance evaluation.
Interested applicants should send their curriculum vitae, two of their
latest first-authored papers and at least three reference names to
Professor Jiang Li at lij at scs.howard.edu.
Li, Jiang (Leo) lij at ustc.edu
Mon Aug 25 01:04:51 EDT 2008
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* Messages sorted by: [ date ] [ thread ] [ subject ] [ author ]
The Computer Networks Lab in the Department of Computer Science at the
Howard University invites applications for a full-time postdoctoral
research position in the area of wireless networking. The candidate must
obtain his/her Ph.D. degree before joining Howard, and should have
adequate networks research experience demonstrated through publications
in international conferences and journals. Good verbal and written
skills in English are required.
The candidate is expected to pursue research on mobile wireless
networks, especially in the areas of routing and scheduling. He/she
should possess solid background in
* Combinatorial optimization
* Probability and statistics
* Graph theory
* Network simulation programing (in C-like languages)
The position is for three years and starts immediately. Annual renewal
is required pending performance evaluation.
Interested applicants should send their curriculum vitae, two of their
latest first-authored papers and at least three reference names to
Professor Jiang Li at lij at scs.howard.edu.
Postdoctoral Researcher in Wireless Networking
Postdoctoral Researcher in Wireless Networking
Prasant Mohapatra prasant at cs.ucdavis.edu
Tue Aug 19 02:47:04 EDT 2008
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As a follow-up to my earlier posting, I am looking for another postdoctoral
candidate. If you have already responded to my advertisement during the past
6 months, please do not re-apply. You will be in the pool for consideration.
----------------------------------------------------------------------------
---------------------------------
The Department of Computer Science at the University of California, Davis
invites applications for a full-time postdoctoral research or visiting
scholar position in the area of wireless networking. The candidate must
obtain his/her Ph.D. degree before joining UC Davis, and should have
adequate networks research experience demonstrated through publications in
international conferences and journals. Good verbal and written skills in
English are required.
The candidate is expected to pursue research on wireless networks,
especially in the areas of quality of service, resiliency and security.
Experience on experimental studies will be given priority. The position is
available from Fall of 2008 (starting date is flexible) for one year and
extensible for up to three years based on performance and availability of
funds.
Interested applicants should send their curriculum vitae to Professor
Prasant Mohapatra (prasant at cs.ucdavis.edu) as soon as possible.
-------------------------------------------------------------------------
Prasant Mohapatra, Professor and Chair
Department of Computer Science
University of California, Davis
Davis, CA 95616
Tel. (530) 754-8016, (530) 754-8380
Fax. (530) 752-4767
Web: www.cs.ucdavis.edu/~prasant
----------------------------------------------------------------------------
Prasant Mohapatra prasant at cs.ucdavis.edu
Tue Aug 19 02:47:04 EDT 2008
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As a follow-up to my earlier posting, I am looking for another postdoctoral
candidate. If you have already responded to my advertisement during the past
6 months, please do not re-apply. You will be in the pool for consideration.
----------------------------------------------------------------------------
---------------------------------
The Department of Computer Science at the University of California, Davis
invites applications for a full-time postdoctoral research or visiting
scholar position in the area of wireless networking. The candidate must
obtain his/her Ph.D. degree before joining UC Davis, and should have
adequate networks research experience demonstrated through publications in
international conferences and journals. Good verbal and written skills in
English are required.
The candidate is expected to pursue research on wireless networks,
especially in the areas of quality of service, resiliency and security.
Experience on experimental studies will be given priority. The position is
available from Fall of 2008 (starting date is flexible) for one year and
extensible for up to three years based on performance and availability of
funds.
Interested applicants should send their curriculum vitae to Professor
Prasant Mohapatra (prasant at cs.ucdavis.edu) as soon as possible.
-------------------------------------------------------------------------
Prasant Mohapatra, Professor and Chair
Department of Computer Science
University of California, Davis
Davis, CA 95616
Tel. (530) 754-8016, (530) 754-8380
Fax. (530) 752-4767
Web: www.cs.ucdavis.edu/~prasant
----------------------------------------------------------------------------
The principle of science (zz)
The principle of science, the definition, almost, is the following: the test of all knowledge is experiment. Experiment is the sole judge of scientific "truth". But what is the source of knowledge? Where do the laws that are to be tested come from? Experiment, itself, helps to produce these laws, in the sense that it gives us hints.
But also needed is imagination to create from these hints the great generalizations -- to guess at wonderful, simple, but very strange patterns beneath them all, and then to experiment to check again whether we have made the right guess.
---- From Feynman Lectures on Physics
But also needed is imagination to create from these hints the great generalizations -- to guess at wonderful, simple, but very strange patterns beneath them all, and then to experiment to check again whether we have made the right guess.
---- From Feynman Lectures on Physics
Talking to recruiters on Career Fair
hi, how's goin!
hello, how are u?
good, good weather, looks like you got some applicants alreadyy
yea, we've got some
is there any intro material that i could possibly take a look?
sure, ........
blah!
一般是希望能拿到职位说明。
没有就问问要求什么技能。
有时间的话可以聊聊工作环境等更深入的信息。
顺便秀秀自己的长处。
聊招不招国际学生，不然侃了也白侃
hello, how are u?
good, good weather, looks like you got some applicants alreadyy
yea, we've got some
is there any intro material that i could possibly take a look?
sure, ........
blah!
一般是希望能拿到职位说明。
没有就问问要求什么技能。
有时间的话可以聊聊工作环境等更深入的信息。
顺便秀秀自己的长处。
聊招不招国际学生，不然侃了也白侃
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.
Mathematics (zz)
In mathematics you don't understand things. You just get used to it.
---- John von Neumann (1903-57)
---- John von Neumann (1903-57)
Two sides of a data structure (zz)
There are two sides to any data structure.
Looking from the outside, its abstraction tells what it does -- a queue maintains a sequence of elements under the operations of insert and extract.
On the inside, its implementation tells hot it does it -- a queue might use an array or a linked list.
---- Programming Pearls, Jon Bentley
Looking from the outside, its abstraction tells what it does -- a queue maintains a sequence of elements under the operations of insert and extract.
On the inside, its implementation tells hot it does it -- a queue might use an array or a linked list.
---- Programming Pearls, Jon Bentley
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
Websites for job (zz)
http://www.jobirn.com/
http://www.monster.com/
http://www.dice.com/
http://www.indeed.com/
http://jobs.myspace.com/
http://www.craigslist.org/
http://www.careerbuilder.com/
http://www.foundation-networks.net/
networking
http://www.linkedin.com/
http://www.mydanwei.com/
salary & company
http://www.myvisajobs.com/
http://www.glassdoor.com/
http://www.job-employment-guide.com/
http://www.hoovers.com/
http://www.flcdatacenter.com/OESWizardStart.aspx
http://www
http://www
http://www
http://job
http://www
http://www
http://www
networking
http://www
http://www
salary & company
http://www
http://www
http://www
http://www
http://www
Websites for interview (zz)
http://www.careercup.com
http://www.geekinterview.com
http://www.techinterviews.com
http://www.techinterviews.in
http://www.technicalinterview.info
http://www.tekpool.com
http://www.devbistro.com
http://www.joelonsoftware.com
http://www.techpreparation.com
http://www.acetheinterview.com
http://www.softwareinterview.com
http://www.parashift.com
http://www.hitequest.com
http://www.seattlepixel.com
http://www.jiansnet.com
for software test
http://www.geocities.com/xtremetesting
http://www.gimpel.com
for coding
http://www.topcoder.com/
http://www.codeguru.com/
for canada
http://www.eluta.ca/
http://canada.indeed.com/
http://www.hirenow.ca/
http://www.wowjobs.ca/
http://www.careerjet.ca/
http://www.jobvolume.com/
http://www.jobloft.com/
http://www
http://www
http://www
http://www
http://www
http://www
http://www
http://www
http://www
http://www
http://www
http://www
http://www
http://www
for software test
http://www
http://www
for coding
http://www
http://www
for canada
http://www
http://can
http://www
http://www
http://www
http://www
http://www
Tuesday, September 2, 2008
Resume Tips (zz)
FORTUNE
Monday, December 2, 2002
By Anne Fisher
What's Wrong With Your Resume? Is your resume doomed to end up in the trash? Maybe, if it includes any pet peeves from headhunters. Here, six key resume mistakes to avoid and how to fix them.
If you're looking for a job, you know it's tough out there--and you need every advantage you can get. "Your resume is the primary marketing tool that advertises who you are and what you can do," says Mike Worthington, head of ResumeDoctor, an online consulting service. "If you're sending out resumes and haven't gotten much response, the reason may be that your resume is an inadequate marketing tool." And how do you know if your resume is lacking? Funny you should ask. In an effort to pinpoint what makes an effective resume--and what does not--ResumeDoctor asked more than 2,500 recruiters in North America to describe what is wrong with most of the resumes that cross their desks. Unfortunately, in this job market, as one survey respondent told the researchers, headhunters are "looking for a reason to exclude resumes, not a reason to include them." Yikes. A short list of recruiters' top complaints follows with suggestions on how to avoid making the same mistakes. Full details of the poll results are available at the ResumeDoctor.com.
1. Poor formatting. "If a resume is not formatted properly, it is immediately thrown in File 13 (in other words, the trash can)," says Mark King, a recruiter at MRI Atlanta. "When a resume is over-formatted with multiple type fonts, heavy graphic trickery, 'ghost' backgrounds, and so on, it raises hell with the input process," adds Bob Lee at Management Recruiters in Jacksonville. "If we receive a good candidate with a poorly formatted resume, we fire off an e-mail asking for a simple Word document in (.doc) or (.rtf) format."
Suggestion: Why not do yourself a favor and send it that way in the first place? Two tips: 1) In Word, don't use headers and footers to list your contact information. Headers and footers often get lost in conversion--and you do want to be contacted, right? 2) To see exactly what your resume will look like as a text file, paste it into Notepad. You can make any necessary
adjustments there before sending it on its way.
2. An introduction or statement of objectives that is too general. "A general objective is a good way to have your resume tossed out immediately," says Gayla Moore of Taylor Recruiting in Austin, Texas. "Candidates often state that they want to be with a great company that values its employees. Well, guess what. Everybody wants that!"
Suggestion: Instead, she says, "use this top piece of real estate to really sell yourself by creating a headline. Don't be shy. Come up with one powerful sentence or phrase to 'grab' your reader. Tell them who you are and what you do." This headline can, and probably should, be customized to match the job description and "hot buttons" of each recruiter or employer.
3. Burying, or not including, important information. Many recruiters say that candidates often leave off critical skills and qualifications--for instance, holding a security clearance or being bilingual in Spanish--or bury them so far down in the resume that the recruiter won't see them.
Suggestion: "Job seekers must be aware that recruiters receive hundreds of resumes a day and spend only about ten seconds skimming each one. No recruiter has time to play Sherlock Holmes or guessing games to figure out a candidate's background," says Mike Worthington. "This is why it's imperative that, if you have the qualifications for a particular job, you grab the recruiter's
attention with that right away. Don't make him or her hunt for it, or the chances that you'll get called are not good."
4. Resumes that are too long. "If a candidate can't communicate the information in two pages or less, there's a problem," says James Cox, managing director at MES Search in Smyrna, Ga. "If you are from academia, do not list every publication or journal paper you have ever presented," adds Worthington. "My record as a recruiter was a 62-page resume from a former professor. It got a few laughs in the office and then went straight into the trash."
Suggestion: Your resume should showcase only your most recent accomplishments, going back five to eight years and certainly no more than ten. For employment before that, create a brief "Previous Employment" section that quickly lists titles, companies, and dates.
5. Applying for a job for which you aren't qualified. Be sure to read the job description carefully. If the requirements are "must have U.S. citizenship and ability to obtain top security clearance," don't submit your resume if you need H1B sponsorship. "When someone submits a resume for a job for which he or she is obviously not qualified, the person reading it resents the waste of
time," notes Steve West of Management Recruiters of Atlanta West. " This resentment does not help to start a good relationship with that recruiter."
Suggestion: Says Jennifer Baker of Inter*Link Technology Solutions in Daytona Beach, Fla.: "Candidates who may not have direct experience in a particular area may still be a good match. However, such a candidate has to go the extra mile and explain in specific terms why she still believes her background makes her a good fit for the job." Don't expect the recruiter or employer to figure it out for themselves. They won't.
6. Personal information not relevant to the job. "Recruiters do not need to know about your age, height, weight, marital status, sexual orientation, religious or political affiliations, or hobbies," says Worthington. "They are trying to fill a job, not match you for a blind date."
Suggestion: There are exceptions. If for example you are applying for a position as a computer programmer at Burton Snowboards, and your hobby happens to be snowboarding, by all means mention it. "In a case like this your hobby offers value to the employer," Worthington says. "Your familiarity with the snowboarding lifestyle and industry could open the door to that all-important first interview." Cowabunga!
Monday, December 2, 2002
By Anne Fisher
What's Wrong With Your Resume? Is your resume doomed to end up in the trash? Maybe, if it includes any pet peeves from headhunters. Here, six key resume mistakes to avoid and how to fix them.
If you're looking for a job, you know it's tough out there--and you need every advantage you can get. "Your resume is the primary marketing tool that advertises who you are and what you can do," says Mike Worthington, head of ResumeDoctor, an online consulting service. "If you're sending out resumes and haven't gotten much response, the reason may be that your resume is an inadequate marketing tool." And how do you know if your resume is lacking? Funny you should ask. In an effort to pinpoint what makes an effective resume--and what does not--ResumeDoctor asked more than 2,500 recruiters in North America to describe what is wrong with most of the resumes that cross their desks. Unfortunately, in this job market, as one survey respondent told the researchers, headhunters are "looking for a reason to exclude resumes, not a reason to include them." Yikes. A short list of recruiters' top complaints follows with suggestions on how to avoid making the same mistakes. Full details of the poll results are available at the ResumeDoctor.com.
1. Poor formatting. "If a resume is not formatted properly, it is immediately thrown in File 13 (in other words, the trash can)," says Mark King, a recruiter at MRI Atlanta. "When a resume is over-formatted with multiple type fonts, heavy graphic trickery, 'ghost' backgrounds, and so on, it raises hell with the input process," adds Bob Lee at Management Recruiters in Jacksonville. "If we receive a good candidate with a poorly formatted resume, we fire off an e-mail asking for a simple Word document in (.doc) or (.rtf) format."
Suggestion: Why not do yourself a favor and send it that way in the first place? Two tips: 1) In Word, don't use headers and footers to list your contact information. Headers and footers often get lost in conversion--and you do want to be contacted, right? 2) To see exactly what your resume will look like as a text file, paste it into Notepad. You can make any necessary
adjustments there before sending it on its way.
2. An introduction or statement of objectives that is too general. "A general objective is a good way to have your resume tossed out immediately," says Gayla Moore of Taylor Recruiting in Austin, Texas. "Candidates often state that they want to be with a great company that values its employees. Well, guess what. Everybody wants that!"
Suggestion: Instead, she says, "use this top piece of real estate to really sell yourself by creating a headline. Don't be shy. Come up with one powerful sentence or phrase to 'grab' your reader. Tell them who you are and what you do." This headline can, and probably should, be customized to match the job description and "hot buttons" of each recruiter or employer.
3. Burying, or not including, important information. Many recruiters say that candidates often leave off critical skills and qualifications--for instance, holding a security clearance or being bilingual in Spanish--or bury them so far down in the resume that the recruiter won't see them.
Suggestion: "Job seekers must be aware that recruiters receive hundreds of resumes a day and spend only about ten seconds skimming each one. No recruiter has time to play Sherlock Holmes or guessing games to figure out a candidate's background," says Mike Worthington. "This is why it's imperative that, if you have the qualifications for a particular job, you grab the recruiter's
attention with that right away. Don't make him or her hunt for it, or the chances that you'll get called are not good."
4. Resumes that are too long. "If a candidate can't communicate the information in two pages or less, there's a problem," says James Cox, managing director at MES Search in Smyrna, Ga. "If you are from academia, do not list every publication or journal paper you have ever presented," adds Worthington. "My record as a recruiter was a 62-page resume from a former professor. It got a few laughs in the office and then went straight into the trash."
Suggestion: Your resume should showcase only your most recent accomplishments, going back five to eight years and certainly no more than ten. For employment before that, create a brief "Previous Employment" section that quickly lists titles, companies, and dates.
5. Applying for a job for which you aren't qualified. Be sure to read the job description carefully. If the requirements are "must have U.S. citizenship and ability to obtain top security clearance," don't submit your resume if you need H1B sponsorship. "When someone submits a resume for a job for which he or she is obviously not qualified, the person reading it resents the waste of
time," notes Steve West of Management Recruiters of Atlanta West. " This resentment does not help to start a good relationship with that recruiter."
Suggestion: Says Jennifer Baker of Inter*Link Technology Solutions in Daytona Beach, Fla.: "Candidates who may not have direct experience in a particular area may still be a good match. However, such a candidate has to go the extra mile and explain in specific terms why she still believes her background makes her a good fit for the job." Don't expect the recruiter or employer to figure it out for themselves. They won't.
6. Personal information not relevant to the job. "Recruiters do not need to know about your age, height, weight, marital status, sexual orientation, religious or political affiliations, or hobbies," says Worthington. "They are trying to fill a job, not match you for a blind date."
Suggestion: There are exceptions. If for example you are applying for a position as a computer programmer at Burton Snowboards, and your hobby happens to be snowboarding, by all means mention it. "In a case like this your hobby offers value to the employer," Worthington says. "Your familiarity with the snowboarding lifestyle and industry could open the door to that all-important first interview." Cowabunga!
Two Interview Questions and Hints (zz)
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.
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.
Job-hunting Started
I will keep posting information related to job hunting. I will prepare for the best.
A few things need to be done for the hunting season:
1) prepare resume
2) write research/teaching statements
3) review algorithms/programming skills
4) post resumes on Monsters/CareerBuilder
A few things need to be done for the hunting season:
1) prepare resume
2) write research/teaching statements
3) review algorithms/programming skills
4) post resumes on Monsters/CareerBuilder
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