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Dear fishes, After working in Autosar(CAN/FR/OS) configuration for 4 years, I wanted to switch domain to device drivers. So I bought a STM board. Joined some udemy courses. Learnt SPI/I2C/NVIC/exception handling and FREERTOS/OS. Now I want to apply to companies like Nvidia Texas Instruments Qualcomm NXP Without any prior experience I am a bit nervous as people say the interviews would be very difficult in these.
Please help with embedded and prog ques for these interviews.
TIA. Please reply.
Hi, I received offer letter from jpmc and accepted it. Today, HR told me that my offer was not processed since i had attended an interview and got offer from Mphasis for a JPMC client one year ago( which i declined later) . Could you please let me know, will it affect my current offer from JPMorgan Chase
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Confession: I always feel like I am this person.
For every one smooth talker, there are two shy curmudgeons doing the real work behind the scenes. Look for signs of competence rather than charm.
It’s annoying to not have the right support to help you on your account. But this is just advertising so it’s better to be the good person and get the resources to help groom them. If they still fail after all that, then at least you know you led with integrity and they’ll (hopefully) look back in gratitude at the time you took to spend on them.
It's unavoidable. Hasn't happened to me yet but I'm sure it will. I always get drawn in by folks with passion and energy, one of these days that will lead to me finding a fraud . Don't beat yourself up, happens all the time
I get it's disappointing to hire a "dud" but is there no potential for growth and development with them? It's nice to hire a rockstar right out the gate but that's not always the case
What kind of position are they in? Do they lack technical skills? Computer skills? People skills?
Are they open to learning and growing? Or do they think they are above that?
What Creative Director 1 said. Look for signs of competence with the ones who don’t smooth talk but actually do the work. Smooth talking full-of-it charmers are the worst.
Also, how about contracting first, then full time hire? That’s a good way to see if someone has what it takes before hiring them on full time.
Have you tried being direct with them about what you feel like they’re underperforming on? And building a growth plan with them with actionable ways they can improve? It’s a talents market right now, so a lot of people are making jumps for promotions they’re not necessarily qualified for. Also, something could be off with them personally (feeling anxious about RTO, family issues, etc).
For future interviewing tips: if this is an account services position ask them about a project they were passionate about and what their role was. Should be able to tell pretty quickly how knowledgeable they are.
Slow to hire quick to fire is the best way to get the work done. Manage out the dud as quick as possible (work with your HR team), and make sure you thoroughly vet the next candidate. Do you have set questions for your applicants? What questions are you asking? Do your questions touch on all the important aspects of the role (functional knowledge, collaboration, culture, etc)?