Job interviews in the IT industry

In job relations, like in two human relations, there’s a moment when two sides meet. A Potty and a lid. And like relations, job relations have no united formula, which attaches and which push back. Although classical formula includes in it, something like definition about mutual addition, looking on, for example on known people, it needs to come to a conclusion, that in relations for long and lasting bond basic, can serve unimaginable reasons and juncture.

People can or can’t be not just smart, but brave/shy, orderly/disorderly, snug/careless, punctual/distracted and endued with other characteristics. Even if how we wanted, that you were judged as a human, but exactly like a human you are judged. You’re not judged by your knowledge, education, outfit or communication skills, but all is summed up. And every employer for every of these components gives its weight, which before is never knew not even guessed. That, what you think is very meaningful, for employer meaningless and opposite.

mimooh - http://www.inf.sgsp.edu.pl/pub/MALUNKI/ROZNE/

The Employer

After purchasing power employers could be divided in groups like this:

1.      Businessmen. Those, who will devote much time, to find the cheapest employee.

2.      Employer – “guess what”. Employer has known reward size and you, like an employee, need to guess it. By the way, calling not even bigger, but even smaller sum, you lose.

3.      Honest employer. In the time of talk, he says the sum, which he is ready to pay.

4.      Generous employer. He’s ready to pay much, but he hopes for good work.

5.      Public institution.

The employee

Employees can be grouped too:

1. Businessmen. Those, who will spend much time, to find a job where you need to work a little, but you can get a big payment. It’s less strange, that they find it too.
2. “I don’t know, need to look”. Wide profile specialist, but he can’t answer to any question concrete. For example – how long you will take to do this task? Answer – I don’t know, I need to see etc.
3. Jumpers or happiness finders. Longer that few months haven’t worked in one place. Even starting job, start to look further, where to jump further.
4. Freelancers. Regular job relation doesn’t want principally. By the way, can be very punctual and hardworking. Probable varieties – gathers many small jobs and misses dates or works carelessly and without responsibility.
5. Explorers. Can create gloomy theories and wade into them, leaving unattended urgent works. Very weak knowledge about how money comes.
6. Employee – ordinary. He comes at nine, goes away at five. Tidy, accurate and without any interest in doing his job.
7. Professional. He knows his job. Does everything with amazing interest in it.
8. Universal employee. Very good can switch from one hob to other and can be interested in many different jobs. At one moment can be programmer, in another moment can fix bosses’ car etc.
9. Featherhead. Starts everything and ends nothing. More heavy case is featherhead + explorer.

The payments

Unlike south nation (and Arabian countries), northerners doesn’t have typical marketing culture. Wherewith marketing about payment for one or other side ends with offence. Respectively employer takes offence that employee asked disproportionate high payment (although in advertisement he didn’t indicate the limit), for this turn employee feels cheated, because employer promises much lower payment than it was supposed to be (and even written in CV).

Argumentation for both sides is very simple:

Employer – very weak knowledge and experience to pay such a payment.

Employee – Shitty businessman, that doesn’t sale for normal number.

Job interview

After job interview content, there crystallized some employer (interviewer) groups:

1. Physicist –mathematician. Known knowledge in documentation preparing and IT Olympiad task is over everything. Although in his begging programming was connected with mathematical task solving and number method searching, then now, for example, to ask knowledge in mathematics, in web (WP) programming is little bit strange. Doesn’t know what is division without remainder? Horror, horror… Doesn’t know what is arranging after the bubble method? Horror, horror… Could think that it couldn’t be acquired in 5 minutes. If you haven’t ended the same faculty as the interviewer – there’s less hope.
2. The people of logic. Questions are based on logic and attention. As we see, employer has made a decision, that with keen employees he will work easily.
3. Practical job in limited time. Everything’s fine, if job is defined exactly. Task can contain underwater rock or employer could be “forgot” to include demand, which demands after. For example, that it was forbidden to use format in html code etc.
4. Exam type. Before few years practiced Exigen. There’re sent some Brainbench questions, which you need to answer in limited time. Other method is fact logical information abstracting, for example, how many symbols are in md5 row? Etc. 
5. Conversation about some process or problem. In my view, the most democratically way, looking as from employer, as from employee side. Of course, if there’s no aim to catch on some not knowing, concrete technology.
6. Measuring with willies. Actually all interview is oriented on admiring interviewers jokes.

Marginal cases probably aren’t worth to look. For example, in interview to PHP programmer vacancy, there are questions about C++.

To sum up, we can come to conclusion, that there aren’t enough specialists, who will work for little money in mega companies with mega many branches and rich history (what could be a different explanation with 3 people to ask motivation letter?), but elementary mutual respect defect. We need to say to businessmen, who complain about specialist defect in industry, maybe a little bit critically look to your own attitude. For this part, employees to be determinate and insistent, and time for time to look critically, if the money you get, competence, which you get, and time, which you spend, is worth it. The fact is that in It sphere you need to study very much, and these competences better get when you’re young.