How to Apply for Jobs Directly on Company Websites

How to Apply for Jobs Directly on Company Websites 

Is it better to apply for a job directly through an employer, or is it better to use a third-party job site like Hcareers or Indeed?

Every company has its own hiring process, so there's no real one-size-fits-all answer here. Here's some insight into the process that might help you make a decision.

I actually interned at Indeed last summer and my project, which is since live on their site, allows the Employers to provide those "screening" questions at the time that they post the job to Indeed's system. The purpose was to help bridge the gap from what you described and make the hiring process even quicker for a job seeker.

In the end, I recommend picking the best solution that fits you. The most important part isn't necessarily the medium through which you apply, but rather the quality of your resume and the image you portray to whoever will look at your application. Check job resume preparatin tips and prepare the resume and understand the company culture

Navigating

There are several ways to find company websites:

• If you have a particular company in mind, the simplest way to retrieve their jobs is to Google the company name with the keywords “jobs” or “careers.”
• Search for company profiles on LinkedIn. Most organizations have established a presence on LinkedIn which includes a company profile. Insert the names of target companies into the search window on LinkedIn and then follow the link to jobs on the profiles. You can follow the company, so you’re sure to see the latest listings. Don’t forget to notice if any of your LinkedIn contacts are working at that organization. Consider reaching out to your contacts in advance or concurrent with your direct application on the company website to inform them of your interest, ask for assistance or perspective. It is usually most effective to copy your contacts in with your application materials so they can see how you are representing your case.

• Check US.jobs where you'll be able to browse an extensive list of companies listed on the National Labor Exchange and search for jobs posted on company websites and jobs listed on state job boards.
• Use LinkUp. Job search engine LinkUp searches just for jobs on company websites.
• Leverage the job aggregators. Sites such as Indeed search the web constantly for job postings; check to see if the business you're interested in is listed.

Best of luck in your job seeking endeavors!

   

 

What Are Talent Assessments and How Do Companies Use Them?

Top performing organizations use talent assessments to:

• Select the best talent for a specific job, department, manager, and organization.
• Unleash talent within their organization and help develop the next generation of leaders to drive success and profitability.
• Provide managers a science-driven, data-based roadmap to make informed employment decisions and performance improvements at every stage of employment.
• Link assessment data to development programs, succession paths, variable compensation, and productivity output.
• 
  
• Increase new hire engagement through a more effective onboarding process, improving time-to-productivity and performance for new hires.

True best-in-class assessment strategies involve not only selecting the right tools, but integrating them with the rest of the company’s talent strategy to guide and inform decision-making throughout the employee lifecycle.

Companies Using Talent Assessments

Talent assessments are used as part of an online screening process that helps employers to decide which candidates to interview. Most talent assessments are given online, or in a company or store office via computer, or a hiring kiosk. They are typically incorporated into the Applicant Tracking Systems (ATS) employers use to track applications.

Many large companies like Macy’s, PetSmart, Bloomingdales, Sears, Express Scripts, Walmart, Burger King, Neiman Marcus, and Luxottica Retail Group, just to mention a few, use pre-employment testing.

Employer’s Guide for Pre Employment Testing and Assessment

In today’s competitive marketplace and complex legal environment, employers face the challenge of attracting, developing, and retaining the best employees. Michael Eisner, former CEO of the Disney Corporation, recognized the impact of personnel decisions on a business’ bottom-line when he remarked, “My inventory goes home every night.”
This Guide is designed to help managers and human resource (HR) professionals use assessment practices to reach their organizations’ HR goals. It conveys the essential concepts of employment testing in easy-to-understand terms so that managers and HR professionals can:

• Evaluate and select assessment tools/procedures that maximize chances for getting the right fit between jobs and employees.
• Administer and score assessment tools that are the most efficient and effective for their
  particular needs.
• Accurately interpret assessment results.
• Understand the professional and legal standards to be followed when conducting personnel
  assessment.

Talent Assessment Validity and Outcomes

Companies that have developed job descriptions and candidate profiles that are detailed and well aligned with success factors for jobs will have the most useful output from talent assessments. Organizations must be careful to conduct assessments in a consistent, standardized manner to generate reliable results. Ethical hiring standards dictate that assessments be delivered to all candidates for a particular job and not applied selectively.

After you take the test, you may be told immediately whether you passed or failed, or you may not learn how you did.

In some cases, you will be notified if the company is interested in hiring you. In other cases, you may not hear back at all, depending on company policy regarding notifying applicants for employment.

By the way, pass or fail is a relative term. The results are based on how the employer thinks a candidate should answer, which doesn't necessarily correlate with your qualifications for employment. In many cases, the company is looking for a certain type of employee that is a fit for their organizational structure and company culture.

Companies often have waiting periods before applicants who don't pass the test can take it again. Details on retaking assessments should be available on the company website.

Sample Talent Assessment Questions

What best describes your experiences providing feedback to others at work?

• You do not have experience
• You have provided feedback to co-workers
• You have provided feedback to people working for you
• You have given feedback to direct reports about their performance
• You have set standards to achieve optimal feedback

 

Understanding Company Culture

 

Why Company Culture Matters

Company culture is important to employees because workers are more likely to enjoy their time in the workplace when they fit in with the company culture.

Employees tend to enjoy work when their needs and values are consistent with those in the workplace. They tend to develop better relationships with coworkers and are even more productive.

1. Engagement

Employees want a positive workplace culture; they are looking for advancement opportunities and collaboration, among other aspects of organizational culture. By addressing some of these elements, you’re investing in the commitment and success of your workforce. Engaged employees are a powerful asset, and as you’ll see, they are the keystone of the following points.

2. Financial Success

Company culture affects the bottom line. In fact, according to a Gallup meta-analysis of 1.4 million employees, companies in the top-quartile of employee engagement are 22% more profitable than those in the bottom-quartile. If that’s not convincing enough, the same study confirms that engagement can lead to improved customer interactions, meaning that your customers are also experiencing the benefits of your culture.

3. Recruiting

With reports out such as Fortune’s “100 Best Companies to Work For” and Glassdoor’s Employee Choice Awards, applicants are adding culture to their list of considerations. In fact, highly educated job-seekers are prioritizing cultural components, such as company values and growth opportunities. You’ll notice that these considerations are not perks, but instead they are aspects of organizational culture. This can be an important differentiator and a powerful tool in attracting top talent. How do you do it? Check out Netflix’s culture code for inspiration. This slide deck-gone-viral was originally published as a recruiting asset.

4. Retention

Investing in your company’s culture shows employees that you care. When your employees know you care, they feel higher value in their work and are more committed to their performance. This sounds familiar, because we’re talking about employee engagement again (our favorite word around here). According to a study by the Corporate Leadership Council, engaged employees are 87% less likely to leave the organization. Turnover is expensive and rough on morale, and working on your culture is one of the best things you can do to address it.
Moral of the story? Don’t take your employees for granted. Invest in your company’s culture, and you might be surprised at how powerful it really is.
Oh, and don’t worry, we won’t just leave you hanging with this big task and no tips. Keep reading this blog for ideas on how to get serious about your culture.

How to Learn About Company’s Culture

When job searching, it is important to look for jobs where you would fit in with the company culture. However, it is not always easy to understand a company’s culture. Below are some tips for assessing a company’s culture during your job search:

• Check out the company website. In particular, look at the company’s “About Us” page. This will often have a description of the company’s mission and values. Some company websites also have testimonials from employees, which can be a useful way to hear about the culture firsthand.
• Do some research. Beyond looking at the company website, you can also check out a number of online resources that provide details on company culture.

• Ask around. If you know someone who works for a company you’re interested in, ask to set up an informational interview where you can learn more about the company. Check LinkedIn to see if you have connections at the company you can talk to. College alumni, check with your career services or alumni office. You may be able to talk to alumni who are employed by your prospective employer to get a sense of what it's like to work there.
• Ask the right interview questions. The employer will likely ask you questions to assess whether you’d fit into the company culture. However, you can ask questions too. Simply asking, “How would you describe your company’s culture?” is a straightforward way to learn about the work environment. You might also ask about particular elements of the company that are important to you, such as the amount of independent work vs. teamwork, or the day-to-day schedule of an employee.

• Shadow someone. If you are offered the job and are still unsure of the company’s culture, ask if you can shadow someone in the department for a day or a few hours. This will be a useful way to see the office dynamics in play and to ask any remaining questions.

Make Sure There's a Good Fit

Jobs aren't just a paycheck, and, given the amount of time spent working, it's important for both the employee and the employer to make sure there's a good fit. If you're not going to be happy working at a job or for a company, it may be better to pass on the opportunity and move on. Before you accept a job you're not sure about, take some to ensure it's a good fit for your skill set, experience, personality, and goals for the future.

 

A Step-by-Step Guide to the Job Application Process

Half the battle in qualifying for a job is completing your job application. Prospective employers want to know that you can follow instructions to the letter and that you don't have a cavalier attitude that lets you believe you follow a set of rules that are different from other applicants. Read the instructions carefully before beginning the application process.

Get Your Resume Ready 

companies require a resume and a cover letter in addition to a job application. When you submit a resume with your job application, it is important that your resume is well organized and polished.

Write a Cover Letter

Save your resume, cover letter, professional reference and work samples in a folder on your computer and label it according to the name of the company to which you're applying. In case you're filling out a hard copy job application, print your resume and other documents so that you can easily refer to them as you write information on your application.

Job Applications

Gather information about your previous employers, certifications, training and details that you might not have at your fingertips or in your head. Save time and effort by obtaining the addresses, phone numbers, supervisors' names and employment dates ahead of time. Some online application systems log out if you're inactive for long periods.

Job Application Screening

Access the company website and review the online application instructions. If you haven't done so already, you'll probably need to register your name, address and other pertinent information. This enables you to come back to the site to check on the status of your application and make any necessary adjustments or corrections.

Select the job you want to apply for and, if the applicant tracking system, or ATS, has this feature, move the job posting into your "cart." Your cart is where you hold jobs you're interested in before you apply. Once you apply, most ATSs remove the posting from the cart and indicate that you successfully submitted your application.

Complete all the required fields in your online application. There may be limited space for you to insert descriptions of your work history, so choose parts of the descriptions from your resume that match the qualifications the company is seeking. For example, if the job posting specifically states that applicants must have five years' experience in server maintenance, data migration from legacy systems and network security, use those precise terms in your description -- don't abbreviate your qualifications by saying your work history includes expertise in IT or computer science.

Upload your resume, cover letter, professional references and work samples to your online application. Even if you've provided detailed information for your online application, still include a cover letter. Some ATSs say cover letters are optional, but it's wise to include one.

Job Offers

When you receive a job offer, you're close to the end of the process. However, you don't need to accept the job, at least right away, if you're not sure whether or not it is the best opportunity for you. It's important to take the time to evaluate the offer carefully, so you are making an educated decision to accept, reject, or renegotiate, the offer. Here's how to evaluate a job offer.

Click "Save" for every page of the online application you complete or you might lose your information. Many online processes ask you to "Save" or "Save and Submit." Save every page and you won't have to worry about having to redo the application process. When you reach the end of the application, wait until you review it at least once more before you submit it.

New Hire Paperwork

Tip

• When you complete a paper application, use blue or black ink; never use pencil. Write legibly using upper and lower case letters. Distinguish your signature from the printed information on your application by using cursive letters to sign your full legal name.

 

How to Write an Interview Thank You Letter

 

Writing a thank you letter or thank you email after an employment interview is a must. In fact, some employers even think less of those interviewees who fail to follow up promptly. An interview thank you letter is sent to the people who interview you for a job.

Your thank you letter (or thank you email message) lets the employer know that you appreciate being considered for the job. It also reiterates your interest in the position and can be used to provide additional information on your qualifications. Learn why and when to send a thank you note and get tips on what to include in your note with examples.

Why Send an Interview Thank You Note

In part, sending a thank you note is simply a traditional post-interview courtesy. It shows the employer you are polite and professional. It is also a way to remind the employer who you are, as he or she begins to make hiring decisions.

But more importantly, a thank you note is your chance to restate why you are ideal for the position. Think of this as your final pitch for why you should be hired.

A thank you note is also an opportunity to clear up any moments in the interview that didn't go perfectly. You can clarify an answer to a question that you feel you botched in person, or you can add more details about relevant experience or abilities that weren't mentioned during the conversation.

When to Write and Send Your Thank You Note

Immediately after the interview, jot down some notes and impressions. Think about the questions that were asked, and which skills and responsibilities seemed most important to the interviewer. These impressions are easily forgotten, so get them down on paper quickly.

Use these details to help personalize your thank you note. Send your note soon after the interview; ideally, you will email (or mail) a thank you note the same day as the interview, or on the following day.

Typed, Handwritten, or Emailed Thank You Notes

You can email a thank you note within 24 hours of the interview. This is a great, quick way to share your thanks. Most employers are fine with an emailed thank you note. However, some surveys suggest that some hiring managers like typed notes sent via snail mail. Others like handwritten thank notes.So, consider the "personality" of the organization and the rapport you felt during your interviews.

Tips for Writing a Thank You Note

• Keep your audience in mind. Like any piece of writing, it is best to keep your audience in mind. Address the interviewer’s issues and concerns. If there was any question brought up by the interviewer about your qualifications, address it here. On the other hand, if you bonded with the interviewer over a specific topic, you can mention it in your note as well, as a way to remind him or her of who you are.
• Think of the note as a sales pitch. You may also view your thank you letter as a follow-up "sales" letter. In other words, you can restate why you want the job, what your qualifications are, how you might make significant contributions, and so on. This thank you letter is also the perfect opportunity to discuss anything of importance that your interviewer neglected to ask or that you neglected to answer as thoroughly, or as well, as you would have liked.

• Keep it brief. While you can include both a thank you and a “sales pitch” in your thank you letter, you still want to keep it short. This is not another cover letter, but instead a concise way to remind the employer why you’re the right choice for the job.
• Say no with a note. Even if you do not want the job, write a thank you letter respectfully withdrawing your application. You want to be polite because you never know what the future holds – why burn your bridges?
• Consider sending an influence letter. In certain circumstances, you may want to send a more detailed influence letter, which includes additional information on your skills and qualifications for the job. Here's when to write an influence letter, plus what to include, and samples.

• Proofread thoroughly. Check your spelling and grammar before sending your letter. If in doubt about the correct names, spellings, or titles of your interviewers, call the office to double-check. Your efforts will be worth it!

Review a Sample Interview Thank You Letter© The Balance, 2018

Review a Sample Interview Thank You Letter (Text Version)

<ADDRESS>

 

Dear Interviewer,

It was a great pleasure to meet you regarding the marketing manager position with your firm. After hearing about the new direction you are planning to take with your marketing division, especially the plans to incorporate more interactive media, I am even more confident that I would be very interested in joining your group. My background includes strong experience in social media and web development, and I have some great ideas already to help with the rebranding.
Thank you for taking the time to meet with me. I’ll be in touch later this week to follow up with you,  I look forward to speaking with you soon.

Regards,
Signature (hard copy letter)
XXX

What To Do When You Interviewed With a Group

Choose your approach based on what you think will be most in keeping with the "personality" of the organization. Also, consider whether the interviews had very much in common with one another. If there was a great deal of similarity (i.e., shared concerns voiced by your interviewers), perhaps a "group" letter will suffice.

However, it never hurts to take the extra time and send an individual thank you letter to everyone you met with.

 

job interview tips and tricks

Tips for Great Job Interviews

 you want become a job holder .. then read follwing tips and then follow get offer... good luck

 Here are 20 tips to help you prepare.

1. First , Clarify your "selling points" and the reasons you want the job.
Prepare to go into every interview with three to five key selling points in mind, such as what makes you the best candidate for the position. Have an example of each selling point prepared ("I have good communication skills. For example, I persuaded an entire group to ..."). And be prepared to tell the interviewer why you want that job – including what interests you about it, what rewards it offers that you find valuable, and what abilities it requires that you possess. If an interviewer doesn't think you're really, really interested in the job, he or she won't give you an offer – no matter how good you are!
2. Anticipate the interviewer's concerns and reservations.
Always more candidates for positions than there are openings. So interviewers look for ways to screen people out. Put yourself in their shoes and ask yourself why they might not want to hire you (“I don't have this,” “I'm not that,” etc.). Prepare your defense: “I know you may be thinking that I might not be the best fit for this position because [their reservation]. U should know that [reason the interviewer shouldn't be overly concerned]."

3. Main objective to Research the industry and company.
Interviewer may ask how you perceive his company's position in its industry, who the firm's competitors are, what its competitive advantages are, and how it should best go forward. For this reason, avoid trying to thoroughly research a dozen different industries. Focus your job search on just a few industries instead.

4. Just Prepare for common interview questions.
"how to interview" has a list of a hundred or more "common interview questions." (You might wonder just how long those interviews are if there are that many common questions!) So how do you prepare? Pick any list and think about which questions you're most likely to encounter, given your age and status (about to graduate, looking for a summer internship). Then prepare your answers so you won't have to fumble for them during the actual interview.

5. Better Line up your questions for the interviewer.
Come to the interview with some intelligent questions for the interviewer that demonstrate your knowledge of the company as well as your serious intent. Interviewers always ask if you have any questions, and no matter what, you should have one or two ready. If you say, "No, not really," he or she may conclude that you're not all that interested in the job or the company. A good all-purpose question is, "If you could design the ideal candidate for this position from the ground up, what would he or she be like?"
If you're having a series of interviews with the same company, you can use some of your prepared questions with each person you meet (for example, "What do you think is the best thing about working here?" and "What kind of person would you most like to see fill this position?") Then, try to think of one or two others during each interview itself.

6. Practice and Prepare

Review the typical job interview questions employers ask and practice your answers. Strong answers are those that are specific but concise, drawing on concrete examples that highlight your skills and back up your resume. Your answers should also emphasize the skills that are most important to the employer and relevant to the position. Be sure to review the job listing, make a list of the requirements, and match them to your experience.

Note that even the most well-prepared response will fall short if it does not answer the exact question you are being asked. While it’s important to familiarize yourself with best answers, it’s equally important to listen carefully during your interview in order to ensure your responses give the interviewer the information they are looking for.

Also, have a list of your own questions to ask the employer ready. In almost every interview, you’ll be asked if you have any questions for the interviewer. It is important to have at least one or two questions prepared in order to demonstrate your interest in the organization. Otherwise, you might come across as apathetic, which is a major turnoff for hiring managers.

8. Get on the same side as the interviewer.
Many interviewers view job interviews as adversarial: Candidates are going to try to pry an offer out of the interviewer, and the interviewer's job is to hold onto it. U'r job is to transform this "tug of war" into a relationship in which you're both on the same side. You could say something as simple as, "I'm happy to have the chance to learn more about your company and to let you learn more about me, so we can see if this is going to be a good match or not. I always think that the worst thing that can happen is to be hired into a job that's wrong for you – then nobody's happy!"

9. Score a success in the first five minutes.
Some studies indicate that interviewers make up their minds about candidates in the first five minutes of the interview – and then spend the rest of the interview looking for things to confirm that decision! So what can you do in those five minutes to get through the gate? Come in with energy and enthusiasm, and express your appreciation for the interviewer's time. (Remember: She may be seeing a lot of other candidates that day and may be tired from the flight in. So bring in that energy!)
Also, start off with a positive comment about the company – something like, "I've really been looking forward to this meeting [not "interview"]. I think [the company] is doing great work in [a particular field or project], and I'm really excited by the prospect of being able to contribute."


10. Be assertive and take responsibility for the interview.
Perhaps out of the effort to be polite, some usually assertive candidates become overly passive during job interviews. But politeness doesn't equal passivity. An interview is like any other conversation – it’s a dance in which you and a partner move together, both responding to the other. Don't make the mistake of just sitting there waiting for the interviewer to ask you about that Nobel Prize you won. It's your responsibility to make sure he walks away knowing your key selling points.

11. Think positive.
No one likes a complainer, so don't dwell on negative experiences during an interview. Even if the interviewer asks you point blank, "What courses have you liked least?" or "What did you like least about that previous job?" don't answer the question. Or more specifically, don't answer it as it's been asked. Instead, say something like, "Well, actually I've found something about all of my classes that I've liked. For example, although I found [class] to be very tough, I liked the fact that [positive point about the class]" or "I liked [a previous job] quite a bit, although now I know that I really want to [new job]."
12. Close on a positive note.
If a salesman came to you and demonstrated his product, then thanked you for your time and walked out the door, what did he do wrong? He didn't ask you to buy it! If you get to the end of an interview and think you'd really like that job, ask for it! Tell the interviewer that you'd really, really like the job – that you were excited about it before the interview and are even more excited now, and that you're convinced you'd like to work there. If there are two equally good candidates at the end of the search – you and someone else – the interviewer will think you're more likely to accept the offer, and thus may be more inclined to make an offer to you.
Even better, take what you've learned about yourself from your MyPath career assessment and use it to explain why you think this is the job for you: "I've done some careful career self-assessment, and I know that I'm most interested in [one or two of your most important career interest themes], and – correct me if I'm wrong – it seems that this position would allow me to express those interests. I also know that I'm most motivated by [two or three of your most important motivators from your MyPath assessment], and I have the sense that if I do well, I could get those rewards in this position.
Finally, I know that my strongest abilities are [two or three of your strongest abilities from your MyPath assessment], and I see those as being the abilities you most need for this position." If you follow this tip, you'll be (a) asking for the job, (b) explaining why you think it's a good match, (c) displaying your thoughtfulness and maturity, and (d) further disarming the tug-of-war dynamic that interviewers anticipate. You'll be making the strongest possible "close" – and that's worth a lot!
14. Bring a copy of your resume to every interview.
Have a copy of your resume with you when you go to every interview. If the interviewer has misplaced his or her copy, you'll save a lot of time (and embarrassment on the interviewer's part) if you can just pull your extra copy out and hand it over.
15. Don't worry about sounding "canned".
Some people are concerned that if they rehearse their answers, they'll sound "canned" (or overly polished or glib) during the interview. Don't worry. If you're well prepared, you'll sound smooth and articulate, not canned. And if you're not so well prepared, the anxiety of the situation will eliminate any "canned" quality.

16. Be ready to handle illegal and inappropriate questions.
Interview questions about your race, age, gender, religion, marital status, and sexual orientation are inappropriate and in many areas illegal. Nevertheless, you may get one or more of them. If you do, you have a couple of options. You can simply answer with a question ("I'm not sure how that's relevant to my application"), or you can try to answer "the question behind the question": "I don't know whether I'll decide to have children in the near future, but if you're wondering if I'll be leaving my job for an extended period of time, I can say that I'm very committed to my career and frankly can't imagine giving it up."
17. Make your selling points clear.
If a tree falls in the forest and no one is there to hear it, did it make a sound? More important, if you communicate your selling points during a job interview and the interviewer doesn't get it, did you score? On this question, the answer is clear: No! So don't bury your selling points in long-winded stories. Instead, tell the interviewer what your selling point is first, then give the example.


18. Make the most of the "Tell me about yourself" question.
Many interviewers begin interviews with this question. So how should you respond? You can go into a story about where you were born, what your parents do, how many brothers and sisters and dogs and cats you have, and that's okay. But would you rather have the interviewer writing down what kind of dog you have – or why the company should hire you?
Consider responding to this question with something like: "Well, obviously I could tell you about lots of things, and if I'm missing what you want, please let me know. But the three things I think are most important for you to know about me are [your selling points]. I can expand on those a little if you'd like." Interviewers will always say, "Sure, go ahead." Then you say, "Well, regarding the first point, [give your example]. And when I was working for [company], I [example of another selling point]." Etc. This strategy enables you to focus the first 10-15 minutes of the interview on all of your key selling points. The "Tell me about yourself" question is a golden opportunity. Don't miss it!
17. Speak the right body language.
Dress appropriately, make eye contact, give a firm handshake, have good posture, speak clearly, and don't wear perfume or cologne! Sometimes interview locations are small rooms that may lack good air circulation. You want the interviewer paying attention to your job qualifications -- not passing out because you've come in wearing Chanel No. 5 and the candidate before you was doused with Brut, and the two have mixed to form a poisonous gas that results in you not getting an offer!
18. Be ready for "behavior-based" interviews".
One of the most common interview styles today is to ask people to describe experiences they have had that demonstrate behaviors that the company thinks are important for a particular position. You might be asked to talk about a time when you made an unpopular decision, displayed a high level of persistence, or made a decision under time pressure and with limited information, for example.
Step 1 is to anticipate the behaviors this hiring manager is likely to be looking for. Step 2 is to identify at least one example of when you demonstrated each behavior. Step 3 is to prepare a story for each example. Many people recommend using SAR (Situation-Action-Result) as a model for the story. Step 4 is to practice telling the story. Also, make sure to review your resume before the interview with this kind of format in mind; this can help you to remember examples of behaviors you may not have anticipated in advance.
19. Send thank-you notes.
Write a thank-you note after every interview. Type each note on paper or send them by email, depending on the interviewers' preferences. Customize your notes by referring specifically to what you and the interviewer discussed; for example, "I was particularly excited about [or interested by, or glad to hear] what you said about ..." Handwritten notes might be better if you're thanking a personal contact for helping you in your job search, or if the company you're interviewing with is based in Europe. Whatever method you choose, notes should be sent within 48 hours of the interview.
To write a good thank-you note, you'll need to take time after each interview to jot down a few things about what the interviewer said. Also, write down what you could have done better in the interview, and make adjustments before you head off for your next interview.
20. Don't give up!
If you've had a bad interview for a job that you truly think would be a great fit for you (not just something you want badly), don't give up! Write a note, send an email, or call the interviewer to let him or her know that you think you did a poor job of communicating why you think this job would be a good match. Reiterate what you have to offer the company, and say that you'd like an opportunity to contribute. Whether this strategy will get you a job offer depends on the company and on you. But one thing's for sure: If you don't try, your chances are exactly zero. We've seen this approach work on numerous occasions, and we encourage you to give it that last shot.

Good luck!

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Top Software Engineering Interview Questions and Answers

Top 50 Software Engineering Interview Questions and Answers 

 

21) What is feasibility study?
It is a measure to find out how practical and beneficial the software project development will prove to the organization. The software analyzer conducts a study to know the economic, technical and operational feasibility of the project.

1. Economic: It includes the cost of training, cost of additional and tools and overall estimation of costs and benefits of the project.
2. Technical: It evaluate technical aspect. Is it possible to develop this system? Assessing the suitability of machine(s) and OS on which software will execute, knowledge of the software development and tools available for this project.
3. Operational: Here the analyst need to assess that the organization will able to adjust smoothly to the changes done as per the demand for the project. Is the problem worth solving at the estimated cost?

After, studying all this the final feasibility report is created.
22) What are functional and non-functional requirements?
Functional requirements are functional features which are expected by users from the proposed software product.
Non-functional requirements are related to security, performance, look, and feel of the user interface.
23) What is software metric?

Software Metrics offers measures for various aspects of software process which are divided into:

1. Requirement metrics: Length requirements, completeness
2. Product metrics: Number of coding Lines, Object-oriented metrics, design and test metrics.

25) What is modularization?
Modularization is a technique which is used for dividing a software system into various discreet modules. That is expected to carry out the tasks independently.
26) What is cohesion?
Cohesion is a measure that defines the intra-dependability among the elements of the module.
27) Mentions some software analysis & design tools?
Some of the most important software analysis and designing tools are:

• Data Flow Diagrams
• Structured Charts
• Structured English
• Data Dictionary
• Hierarchical Input Process Output diagrams
• Entity Relationship Diagrams and Decision tables

28) What is mean by level-0 Data flow diagram?
Highest abstraction level is called Level 0 of DFD. It is also called context level DFD. It portrays the entire information system as one diagram.
29) Tell me about some project management tools.
There are many types of management tools used as per the need for a software project. Some of them are Pert Chart, Gantt Chart, Resource Histogram, Status Reports, etc.
30) What are software requirements?
Software requirements are a functional description of a proposed software system. It is assumed to be the description of the target system, its functionalities, and features.


30) What is the major difference between structured English and Pseudo Code?
Structured English is native English language. It is used to write the structure of a program module. It uses programming language keywords. On the other hand, Pseudo Code is more like to the programming language without syntax of any specific language.
31) What is structured design?
Structured design is a conceptualization of problem. It also called solution design and which is based on ‘divide and conquer’ strategy.
32) What is functional programming?
It is a programming method, which uses the concepts of a mathematical function. It provides means of computation as mathematical functions, which also produces results irrespective of program state.
33) What is Quality Assurance vs. Quality Control?
Quality Assurance checks if proper process is followed while developing the software while Quality Control deals with maintaining the quality of software product.
34) What are CASE tools?
CASE means Computer Aided Software Engineering. They are set of automated software application programs, which are used to support, enhance and strengthen the SDLC activities.
35) Which process model removes defects before software get into trouble?
Clean room software engineering method removes defects before software gets into trouble.

36) Do you think that the maintenance of software is expensive?
According to me, maintenances of software will never be expensive if we are using proper development process.
37) Give me differences between tags and branches?
Tags are for versioning releases which are temporary holding places for doing such thing. However, branches are deleted when those changes are merged into the trunk.



38) Explain the differences between a Thread and a Process?
A process is instance of  the computer program.In a single program it is possible to have one or more threads.
39) Tell me the difference between an EXE and a DLL?
An exe is an executable program while a DLL is a file that can be loaded and executed by programs dynamically. It is an external code repository for programs.  As both are different programs, reuse the same DLL instead of having that code in their file. It also reduces required storage space.
40) What is strong-typing and weak-typing? Which is preferred? Why?
Strong typing checks the types of variables at compile time. On the other hand,  weak typing checks the types of the system at run-time. Among them, Strong typing is always preferred because it minimizes the bugs.
41) Describe the difference between Interface-oriented, Object-oriented and Aspect-oriented programming.

• Interface programming is contract based.
• Object-oriented is a way to write granular objects which have a single purpose.
• Aspect Oriented Programming is to segregate the code in such a manner that various objects carry the main tasks, and the subsidiary tasks are carried by independent objects.

42) Why using catch (exception) is always a bad idea?
It is a bad idea because:

• As there is no variable defined, it is not possible to read the exception
• It’s good to use an exception when you have known exception types.

43) What type of data is passed via HTTP Headers?
Script and metadata passed via HTTP headers.
44) How do you prioritize requirements?
First, you need to design a system by evaluating data structure. Then you should move on to the code structure needed to support it.
45) Give me differences between object-oriented and component-based design?
Object-oriented design can easily be encapsulated to some degree in component-based design.
46) When do you use polymorphism?
Polymorphism is used when there is a need for override functionality when inheriting class. It’s about shared classes and shared contracts.
47) What is the difference between stack and queue?

• Queue is always First In, First Out
• Stack is always Last In, First Out

48) What is essential for testing the quality of the code?
According to me, the unit testing framework is essential for testing the quality of the code.

51) Where is a protected class-level variable available?
Protected class-level variables are available to any sub-class derived from the base class.
52) Is it possible to execute multiple catch blocks for a single try statement?
Yes. Multiple catch blocks can be executed for a single try statement.
53) When do you need to declare a class as abstract?
We should declare a class as abstract in the following situations:

1. When the class is inherited from an abstract class, but not all the abstract methods have been overridden.
2. In the case when minimum one of the methods in the class is declared as an abstract

54) Solve this problem
There are twenty different socks of two types in a drawer in one dark room. What is the minimum number of socks you need to take to ensure you have a matching pair?”
If you pick up three socks, they may be of the same type even if the odds are 50%. Odds never an equal reality. Therefore, the only way to ‘ensure you have a matching pair’ is to pick up at least 11 number of shocks.
55) How you can make sure that your written code which can handle various kinds of error situation?
I can write tests that define the expected error situations.

To be continue...

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