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The Five Stages of Interviewing Offshore Software Engineers

The following describes a few strategies that Taiwan Phone Number List I use whilst interviewing applicants for Software Engineering positions in offshore places. I have introduced those techniques collectively into 5 stages:

Logic and Problem Solving Ability
Computing Knowledge
Specific Skills
Spoken and Written English Ability
Communication Skills and Personality

  1. Logic and Problem Solving Ability

When I first began out interviewing offshore software engineering candidates in Malaysia, I wasted numerous time searching at their CVs and the usage of the ones as the premise for the first tiers of interviews. This resulted within the candidates doing a number of speakme about projects they (claimed) they’d achieved and competencies they (notion) they had before I even began measuring their technical ability. Some CVs seemed very marvelous indeed, their authors claiming almost countless lists of abilities obtained, many to “advanced” requirements. Now, returned in the UK, for the most part while talking approximately particularly professional jobs there’s an unspoken rule on the subject of CVs, applicants simplest list skills which might be without a doubt well worth listing and in reality being organized to back up any claims of “advanced” degrees of proficiency in any of these claimed abilities.

Taiwan Phone Number List

It isn’t any wonder that upon receiving such magnificent CVs in Malaysia I assumed the applicants had been very high high-quality certainly and determined that the first hour of the interview must be about them talking approximately their experience (to assist them relax into the interview) and me doing a bit of a promote at the role and company. Only after that could we dive into the technical questions, which appeared like they might a breeze for them. Unfortunately, the aforementioned CV “rule” that applies in the UK does not apply in Malaysia, nor does it at some other offshore vicinity that I actually have interviewed candidates from to this point. I ought to therefore quite easily waste the first hour of an interview talking to a candidate about their CV, and possibly spending some time speaking approximately the position and the business enterprise, before even thinking about getting their palms dirty with a few technical questions. When the technical phase began, many candidates had been turned down because it speedy became apparent that the character I had talked to for the previous hour or so become now not the person that was at the piece of paper (the CV) in the front of me socialposts; they’d exaggerated wildly and in some cases blatantly lied on their CV.

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