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Author: truepillbirgit

00_how-to-create-great-questions.md

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+# How to create great questions
+
+- [Open vs Closed questions](#open-vs-closed-questions)
+- [Remove unconscious bias](#remove-unconscious-bias)
+  - [Promotion vs Prevention](#promotion-vs-prevention)
+  - [Avoid opinionated and manipulated Questions](#avoid-opinionated-and-manipulated-questions)
+  - [The upside about prevention oriented questions](#The-upside-about-prevention-oriented-questions)
+- [Be clear about the wording](#Be-clear-about-the-wording)
+
+## Open vs Closed questions
+ - When you ask open questions starting with "what", "how", "when", etc you will often get a lot more information.
+ - Use closed questions to make sure you understood the candidate and to clarify.
+
+## Remove unconscious bias 
+
+### Promotion vs Prevention
+
+Prepare yourself, collect questions you think makes the candidate shine and feel comfortable with, no matter what background the candidate has.
+
+Ask **promotion oriented questions** and prevent to ask **prevention oriented questions**.
+
+Examples
+
+Promotion: `Can you tell us a bit about yourself?` vs Prevention: `What type of people do you feel least comfortable with?`
+
+These two questions have the aim to learn to know the candidate a bit better. The promotion oriented question gives the candidate the chance to shine in things the candidate is good at. The prevention oriented questions makes the candidate react defensive and makes it possible to only talk about negative experiences.
+
+Promotion: `What's your long-term vision?` vs Prevention: `What do you constantly worry about the most?`
+
+Both questions aim to find out, where the candidate wants to go and what the next career steps are, only that in the prevention oriented question, the candidate is forced to look back on negative examples.
+
+Promotion: `What does success look like to you?` vs Prevention: `What do you think is your biggest barrier to success?`
+
+Both questions aim to figure out, what is important for the candidate and where motivation lies, only that the prevention oriented questions sticks to the negative side. Which is why you will never figure out the positive aspects of the answer.
+
+### Exercise
+
+Ask a colleagues to assist you. Your colleagues will conduct an interview with your and will ask you the promotion oriented questions above. Try to answer them as best as possible and evaluate how you both feel about it.
+
+Now turn it around. You are the interviewer and you will be asking the prevention oriented questions. Your colleagues needs to answer the questions as best as possible.
+Again ask about how you both feel about them.
+
+### The upside about prevention oriented questions
+
+There is only one upside about prevention oriented questions. Next to the chance that it makes the candidate feel defensive and bad, there might be a slight chance a candidate can turn the situation around and create a promotional situation. Statistically those candidates usually score higher in interviews.
+
+If you use prevention oriented questions, place them well and not too much.
+
+## Avoid opinionated and manipulated Questions
+
+Example
+
+`What other less used browser APIs/functionality are there, that can have a certain impact?`
+
+Change to
+
+`What other browser APIs/functionality do you know?`
+
+## Be clear about the wording
+
+You probably may know yourself what you mean, but the candidate certainly comes from a very different background and does not know you and the words you are usually use to express yourself. Therefore, try to be explicit as possible, use common known expressions and be transparent.
+
+`What is the big picture that the language has changed in the history?`
+
+"big picture" is a very fuzzy wording and needs to be explain. In worst case, the candidate needs to ask, what do you actually mean and i can easily turn around the interview process. Remember to make the candidate shine.
+
+Change to
+
+`What impact did the language had throughout the history of frontend and backend development?`

00_interview-process.md

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+# Interview Process
+
+## Get to Know each other
+
+### First things
+
+1. Thanking for being here and being interested in working at ______
+2. Introductions names
+3. Introduction schedule
+4. Potential recording: Get agreement. It’s for our team members to get to know you and to speed up the process for saying „yes!“
+
+### Introduction round
+
+1. Company
+2. Interviewer
+3. Candidate
+
+### Assessment
+
+1. Personal Assessment
+2. Technical Assessment

01_engineering-manager.md

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+# Engineering Manager Interview Questions
+
+Interviewing an engineering manager is focussed more about the broader spectrum of the product and the company, which is why we will discuss the company, product, processes, communication, teams, people as well as leadership during the interview.
+
+## Business and Product
+
+### How do you ensure engineering execution?
+    Ensuring engineering execution is one of their most important jobs.
+
+    “Execution” refers to repeated, on-time, high-quality delivery of things the engineering team is tasked to build. The leader should be able to balance offense (e.g., growing the product, building features, improving performance) with defense (e.g., reducing the bug load, rewriting systems to pay off bug debt, improving efficiency, and reducing cost).
+    They should provide critical input into the product planning and development process. VPEs are a thought partner for other executive leaders in the company - the CEO, CPO, Head of Sales. They should have an opinion on relative prioritization and technology investments the company makes.
+
+### What are your strategies for establishing communication throughout the company?
+    Communication is a significant part of a VPE’s job. 
+
+    They must be excellent at communicating upward, downward, and sideways. They need to manage the CEO, so the engineering team doesn’t get thrashed, they need to communicate to the engineering team, to keep them in the loop and aware of everything going on. They need to be able to talk to clients, to the sales team, to the customer support team. They must be a highly versatile communicator, able to juggle a large variety of audiences and contexts.
+
+### Do you have any first ideas how we can improve our market place?
+    An engineering manager has taken a look into the products and therefore has probably gathered some first ideas about improvements about the product.
+
+### In your last company which initiatives have you taken to be more competitive towards other companies?
+    The engineering manager can shine here and talk about some projects he has influenced. It will show you what kind if influence the engineering manager had and hw pro-active one is.
+
+## Team impact
+
+### How do you ensure growth and development within your team?
+    They are responsible for the continued growth and development of the engineering team. Senior engineers need hard challenges in the form of ambiguous but critical problems and leadership opportunities.
+    Junior engineers need mentorship and challenging work appropriate to their level. The leader should be able to balance a team with the appropriate seniority mix so that everyone has opportunities to learn and grow. 
+    They are responsible for delivering feedback as well as for letting people go when things are not working out.
+
+### How would you plan a team when the company is growing?
+    Hire, hire, hire. If the engineering team is supposed to double or triple over the next 12-24 months, they need to be spending a substantial chunk of their time sourcing, interviewing and closing great talent. They should be able to figure out the organizational structure 12 and 24 months into the future and then hire toward that. They should be able to build up their bench by grooming or hiring the next set of leaders that can take their place.
+
+### What are your strategies for team motivation?
+    They must be able to lead the team when times are good and bad. Keeping morale up when things are rough, keeping the team focused on the highest priority deliverables, helping people feel good about doing some of the most challenging, hard, and impactful work they have done - this all falls upon the VPE.
+
+
+## Goals
+
+### Tell us a bit about your long-term goals
+    An engineering manager needs to be able to look into the future and have a broad plan about what is to happen. If an engineering manager can not deliver an answer it might be a red flag.
+
+## Leading
+
+### How would you motivate 20 people do to something for you for free?
+    An engineering manager needs to be able to motivate people, define goals, align the goals with the team and give purpose.
+
+### How would you describe your leading style?
+    It gives you an insight wether the engineering manager has taken time to figure out about one's way of leading. What motivation one has, what strategies the candidate has created and the personality type. You can compare it with what you need and how it would affect the company culture.
+
+### What would you like to change about dealing with employees in the future?
+    An engineering manager is able to be self-reflective and change his behavior.
+
+### How do you react when you see a colleague or a member of your team is falsifying numbers and is basically cheating?
+    We want to see which disciplinary actions a leading manager would take to address this situation.
+
+## Decisions
+
+### What are the best and the worst decisions you have made in the past two years?
+    You will be able to get an insight about how the candidate things and what strategies the candidate will come up with. 
+
+    Follow up: What are the learnings of the bad decisions?
+
+### Was there ever a situation in which you needed to act against your own principles?
+    The engineering manager can weight out the evil from the lesser evil and has a sight on what is best for people, product and company.
+
+## Values
+
+### What does humility mean to you?
+    The engineering manager can show one's sensitivity and empathy. For a good working environment and company culture we are looking for candidates that are flexible and can show empathy in the right moments, while showing inspiration and motivation in the other moment and take disciplinary actions in again different situation.

01_get-to-know-questions.md

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+# Get To Know Questions
+
+## Strength and weaknesses
+
+### What are your strengths?
+    The candidate needs to deliver 4-8 strengths. You will be able to match them with the job offer.
+
+### What are your weaknesses?
+    The candidate delivers 4-6 weaknesses with examples. You will need to ask yourself, if one of the weaknesses is a no-go.
+    
+    Be aware that this might be a prevention based question.
+
+### What was your biggest success in your working career?
+    Another chance to shine for the candidate. You will be able to figure out how the candidate will come up with great ideas and how one is able to convince others to go for one's ideas.
+
+### What have you been criticized for in the last four years? Do you think the feedback was right?
+    It shows you how self-reflective and self-aware the candidate is. Does the candidate have no answer, it might be a red flag. It shows you as well how well the candidate it taking criticism and what strategies the candidate is taking to tackle them.
+
+    Be aware that this might be a prevention based question.
+
+### What properties do you have that makes you appear successful?
+    We will learn to know the best attributes, skills and strengths a candidate will present us. We can compare them with what we need.
+
+### What do other people value about you?
+    We will get an insight of what other people think about the candidate. Usually there is a gab between what image the candidate has from oneself and what other people think about the candidate. If the candidate is not aware of it, it might be a red flag.
+
+### How creative are you?
+    Usually a designer question, not! Creativity is a way of problem solving. You want to see how flexible a candidate is in terms of problem solving situations. Does one take analytical and data driven approaches, or is one taking a new road and tries to be innovative?
+
+### Would you describe yourself as a visionary or pragmatic person?
+    Compare the answer with what you need for the role.
+
+## References
+
+### Who were your 5 last bosses and how would you rate them? 1 bad and 5 great.
+    This reveals how well the candidate established a relationship with his supervisors and superiors. You want to look for the 5 rated bosses. 3 rated bosses are already a red flag.
+
+### What extraordinary contacts do you have in your network?
+    The type of people a candidate surrounds oneself reflects a bit about the values a candidate has.
+
+## Impact
+
+### What influences did have an impact on you?
+    You will learn to know about what is important for the candidate. Evaluate if this fits to the job description and the company's and team's values.
+
+## Goals
+
+### Tell me about your goals
+    The candidate should have an idea about the next career steps and future plans.
+
+### What motivation do you have to change your job? Can you give as three reasons?
+    The candidate can give you two directions. A forward looking direction and a backwards looking direction. If the candidate is looking back, asked further questions about what the candidate would like to change. It will show you how the candidate reflects on the situation.
+
+### What workshops and further studies do you plan to attend?
+    We will see what the candidate has planned for one's career and how one things about developing one's skills.
+
+## Expectations
+
+### What do you expect from your future employee?
+    You can compare the expectations from the candidate with what you have to offer. You will be able to know what is important for the candidate.
+
+### How close is the position to your ideal expectations? What advantages and disadvantages do you see?
+    There is plenty of possibilities to be self-reflective about the position you have created, but also learning to know what is important for the candidate. You are able to compare it with the position.
+
+### What do you especially like in people you like to work with?
+    You will figure out, with which type of people the person can work with. You can compare it with the types of your team mates.
+
+## Expert knowledge
+
+### Which developments did you experience in your expertise area?
+    It gives insights of how much the candidate informs oneself about the latest developments.
+
+### Which developments and challenges do you think will come in the near future?
+    The candidate shows a sense of needed technology and which new technology is potentially the next one to be adapted.
+
+### How do you inform yourself about the lated developments in your area?
+    A good candidate has a set of strategies to stay up to date. Answers could be workshops, further studies, self-studies, classes, talks, meetups, etc.
+
+### Which workshops did you attend in the last year
+    We check the latest knowledge the candidate has put one's efforts in. It is also a sign wether the candidate takes efforts to develop one's skills.
+
+
+## Soft Skills
+
+### How do you do you update your passwords?
+    It shows a little bit how reliable the candidate is. A good candidate pro-actively prevents any bad situations that might happen in the future and can b prevented. A great candidate automates it or looks for ways so that machines care about it automatically.
+
+### If you borrow an item, how do you usually give it back?
+    It shows how sensitive a person is about other people.
+
+### On which criteria will be see your sense of responsibility in your everyday working life?
+    The candidate provides some examples about one's strength related to working together and unblocking team mates.
+
+## Resilience
+
+### Have you been into a situation when you just wanted to quit? How did you get out of it?
+    We want to see how resilient the candidate is and how one reacts inside a stressful situation. What we want to see is that the candidate is looking for several strategies and that at least some of them have been tried to be executed.
+
+### How fast do you get past about defeats and failures?
+    Can the candidate talk about failures? What was the learning? And how fast does the candidate recover from that? It will show you how stress resistant the candidate is.
+
+### How much is the current mood affected by a defeat or success?
+    You want to work within a good working environment. Therefore it is important to know, if the candidate can cheer people up and prevent own emotions to overcome oneself.

01_personal-assessment.md

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+# Personal Assessment
+
+## What do you do when you do not work?
+    There is a saying, if a person can not talk about something else than work, there might be some issues. 
+    We can get to know the person better.
+
+## Where did you meet most of your friends? What do you value most about them?
+    Tells us a bit about the relationship a person is having.
+
+## What topic besides Computer Science makes you really excited when you talk about it?
+    Description and purpose of the question
+
+## We have a company team building- and party weekend, where everyone helps and participates. What would be your favourite job here?
+    Figures out the most comfortable position for the candidate.
+
+## How does your current life look like and what do you enjoy most about it?
+    We will learn about motivations, values and what makes the candidate happy.
+
+## Where would you have liked to be now, asking you 5 years ago, (privately and professional)?
+    We will learn about how a candidate would consider do something better in one's life. Possibly admitting mistakes and how to make them better.
+
+## What is a must-have a company should offer that makes you consider working for?
+    Compare expectations from the candidate with values of the company.
+
+## What does Work-Life balance mean to you?
+
+## How would you describe yourself in three words?
+
+<br><br>
+
+# Working Environment
+
+## How do you share knowledge among the team members?
+
+## Describe your perfect working environment!
+
+## How would you handle a predominantly female team?
+
+## Do you think your previous companies had a problem with gender diversity?
+
+## How do you keep yourself updated?

01_remote-working.md

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+# Remote working
+
+## Have your worked remotely before? What is your experience in working remotely?
+    Candidate should have a bit of working experience in communicating remotely. Over communication is better.

DKBCF-FacetoFaceInterviewQuestions-Shivan-261120-1404-2050.pdf

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+# Interview Questions
+A collection of questions you can use to prepare for the technical interview. Remember to let the candidate shine and get the strengths out of the candidate and try to be as unbiased as possible.
+
+## Table of content
+
+- [How to create great questions](./00_how-to-create-great-questions.md)
+- [Interview Process](./00_interview-process.md)
+
+## Personal Assessment
+
+- [Personal Assessment](./01_personal-assessment.md)
+- [Get To Know Questions](./01_get-to-know-questions.md)
+- [Remote Working](./01_remote-working.md)
+- [Engineering Manager](./01_engineering-manager.md)
+
+## Technical Assessment
+
+### Computer Science
+
+- [Algorithms and Datastructure](./algorithms-datastructure.md)
+- [Object Oriented Programming](./object-oriented-programming.md)
+- [Class oriented Programming](./class-oriented-programming.md)
+- [Functional Programming](./functional-programming.md)
+
+### Javascript
+
+- [Javascript Essentials](./javascript-essentials.md)
+- [History of Javascript](./history-of-javascript.md)
+- [NodeJS Essentials](./nodejs-essentials.md)
+- [ReactJS](./react-js.md)
+
+### Testing
+
+- [Testing](./testing.md)
+- [Unit Testing](./unit-testing.md)
+- [Internet and Browser](./internet-and-browser.md)
+
+### SQL
+
+-  [SQL](./sql.md)
+

README.md

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+# Algorithms and Datastructure
+
+## Pick your favorite sorting algorithm and explain it to me as if I was a non-technical person or student in 1st semester.