What questions do you usually ask in a written test or interview in C language?

since this is an interview, you must prepare in advance, and IT is best to prepare a set of self-introduction, including your views on the IT industry. Interviewers often ask these questions.

Because C is one of the working languages of programmers, there are still some specific precautions for programmers:

First, the foundation is very important, so don't be unfamiliar.

No matter what development position you apply for, the foundation is always the most important. The IT industry is constantly speculating on new concepts. Yesterday was SOA, and today is cloud computing. We never know what will be popular tomorrow, but as long as we have a solid foundation and good learning ability, it will not be too difficult to keep up with the pace. Therefore, most companies will pay special attention to the basic abilities of candidates, such as the characteristics of programming languages, basic algorithms and data structures, inter-process communication, etc. After all, these specific technical questions have objective answers and are interlinked in various specific industries.

People who have worked for more than three years are often accustomed to the "copy+modify" type of work, and basically forget the basic knowledge they don't need. When it comes to applying for a job, it is inevitable that they will be arrogant and always fail to seize the opportunity.

in fact, even if the technical foundation is forgotten, it can be picked up quickly. If job seekers really forget a lot of basic knowledge, then take some time to turn over the textbooks in the university the night before the interview. It seems to be a corny method, but it is really effective.

second, we should pay attention to the technological frontier.

no matter what you do, if you just bow your head and don't know how to look up at the sky. Then no matter how long you do it, your level always stays at the level when you graduate; If the foundation is forgotten too much, it is not as good as a graduate.

Paying attention to the technological frontier does not mean keeping up with every new technology, but only paying attention to some new technologies and ideas that are often publicized by the mainstream media at present. It is a good way to publicize the learning ability of job seekers to the interviewer by paying attention to the trends of these technological frontiers and making some in-depth thinking in connection with their own work.

Third, small companies value the breadth of knowledge, while large companies value the depth of knowledge.

If you want to work in some small companies for a career, because there are few people and the division of labor is not so detailed, most employers like candidates with a wide range of knowledge-job seekers will hear more "how to do it". For applying for such a company, job seekers can focus on cultivating the breadth of knowledge, such as doing background development of websites, and it is best to know a little about js, css, apache and mysql, and build a complete website by themselves, so it is not too difficult to go to many small companies. However, because personal energy is always limited, we should be careful not to spread it too far, and the focus is still on the background development itself.

Because of the detailed division of labor, large companies tend to prefer to consider the depth of key knowledge-job seekers will hear more "why". Therefore, when solving problems, we should not just search for a solution, but also carefully study the ins and outs of various problems, and analyze and summarize them to systematize and theorize these gains.

Of course, the demand for breadth and depth is not absolute. An excellent developer should have a deep understanding of at least one or two professional fields and be familiar with other related fields, that is, one expert can do many things.

Fourth, a good resume design can add points to your application.

The resume of social application is often written more casually than that of campus application, because people with work experience often think that the interviewer will value his work experience more than the resume format. Actually, it is not.

most resumes will only appear in front of the interviewer for 1 seconds to 1 minute. In this short period of time, how to make job seekers stand out? There are many strategies in this respect, and I will only talk about the key suggestions without explaining the reasons.

First, a resume should highlight advantages, not describe experiences. For example, being born in a prestigious school, working in a famous enterprise, participating in famous projects and winning grand prizes, these more objective advantages should be highlighted. If the job seeker doesn't have the foundation of UI, then simply enlarging and thickening can also achieve the effect. Of course, some companies only accept text resumes, so try to add some special symbols.

Second, it is better to reduce vague sentences in technical resumes and digitize them. For example, the amount of project code, the amount of data maintained, the number of visits to the website, the average time taken to request, and so on.

Third, the resume should be able to make some matching changes in combination with the job application. Aside from the resumes commonly used in recruitment websites, if job seekers explicitly submit resumes for specific positions in a specific company, it is necessary for job seekers to weaken the contents unrelated to the corresponding positions and strengthen the contents related to their business. If the industry difference is too big, then it is ok to express a few opinions and interests about its industry.

Fifth, we should have a positive sense of communication.

A good interviewer will motivate the candidate to talk about the content of his previous job, and thus evaluate the ability level of the candidate. However, if the interlacing is like a mountain, most interviewers will slowly lead the questions to their familiar areas-which are often unfamiliar areas for candidates. This requires candidates to actively analyze the interviewer's interests and show their similar strengths.

If you have a conflict of opinion with the interviewer, try not to get entangled in the same issue. That may be a deliberate trap-look at the team consciousness of job seekers. Applicants need to understand that they should not try to "beat" the interviewer in the interview, even if they meet an interviewer who expects to "beat" the applicant.

Sixth, you should have good expression skills.

No interviewer likes a candidate who talks for a long time but doesn't get to the point, so try to answer questions concisely unless the interviewer really shows interest in specific details. Pay attention to the emotional changes of the interviewer when answering questions, and once he shows any willingness to interrupt, immediately end the topic in one sentence. For some complicated problems, you can think for ten to twenty seconds first, because once you open your mouth, you will have no time to think, and it is not easy for people who talk a lot to stop talking.

unlike the school exam, most subjective questions don't require the candidate to say everything, but it is enough to get to most key points. In addition, note that various technical terms should not be confused. If you don't understand the theoretical concept, it's better not to say it. Lest the interviewer hear a term and pull it out and chase it down, he will hang himself up.

seventh, confidence.

Most technicians are usually full of confidence, but when they apply for a job, they always feel that they don't know too much. Answer questions in a low voice, or use a lot of "maybe", "maybe" and "probably" in a timid way. This does not necessarily affect the employment of job seekers, but the lack of self-confidence will undoubtedly affect the bargaining power when talking about salary with HR. So, in any case, it is good to be relaxed and calm when applying for a job.

Of course, there is often a thin line between self-confidence and arrogance. Be careful not to show too much confidence and become arrogant, because HR is often very sensitive to this. If job seekers just want to show confidence cautiously, just smile when answering questions.

finally, I need to remind you that all the above are just skills and points for attention when applying for a job. Career planning requires long-term vision and persistent learning. One minute on stage, ten years off stage. The real strength still needs to be accumulated in normal work and study.