面試官角度看應聘：問題到底出在哪？

{"type":"doc","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"很多喜歡分享的網友，會從面試者的角度總結各廠的面試經驗，和大家分享交流。有些分享是值得肯定的，也有些論斷會存在偏主觀的情緒。從招人的面試官角度，也時不時能看到一些經驗沉澱，雖然少，但總還是有，不過大多也都側重於技術面的交流範疇，鮮有從整體出發的角度。所以在這個時間點，結合過去的招人經驗，從簡歷篩選，到技術一面，再到技術復面、終面，嘗試寫一些"},{"type":"text","marks":[{"type":"strong"}],"text":"貫穿的東西"},{"type":"text","text":"，會涉及到校招和社招，分爲上、下兩期，希望能對一些同學有些幫助。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"本篇文章，結合崗位側重於前端技術崗，但對前端以外的其他崗位，相信內容上也會有一定的參考意義。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"寫在最前面的話"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"最開始，和大家先達成一個共識："},{"type":"text","marks":[{"type":"strong"}],"text":"招聘（應聘）是個雙向匹配、雙向選擇的過程。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"成年人的世界不該是 “二元論” 的 —— “好” 或 “不好”，“行” 或 “不行”，“敵” 或 “友”，“牛逼” 或者 “水貨”，這些都是二元論的思維模式。一切合作都是綜合了業務特性、團隊階段性短板、應聘者長短板、共同願景、文化味道等等的綜合決定，不是簡答的一句肯定或否定。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"所以，拿到了 Offer 在開心之餘，多想想未來的成長目標；被拒絕了也不要灰心沮喪，那隻說明此時此刻此家公司，你和對方團隊針對性的補全訴求是不 match 的，不代表你的能力真不行，大概率是你的求職方向沒想清楚。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"自己挖的簡歷陷阱"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"投簡歷，和篩選簡歷，是第一步的事。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"很多人跌落在簡歷篩選這一關，有經驗的用人方，簡歷篩選，斃掉還是進入下一輪安排面試，也就 1、2 分鐘的事。看上去很 “隨意”，其實並不隨意。簡歷陳述，直接體驗了一個人的職業認知，間接體現着你的專業能力。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"heading","attrs":{"align":null,"level":4},"content":[{"type":"text","text":"對於校招簡歷"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"對於技術崗的應屆生，用人方在看簡歷時，一般的 “視線權重”，是你的學校&專業（出身） -- 在校項目經驗（實戰經驗） -- 專業技能的掌握情況（基本功） -- 技術作品&技術博客（總結沉澱能力） -- 在校獎項（積極性、要性）-- 其他。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"是的，用人方確實會看你的 “出身”。這方面我和不同公司的 Leader 交流很多，大家的理解都是趨於一致的。這不涉及職場歧視，而是多年對比下來看，Top 大學科班出身的學生，學習能力、自驅力、探索慾望、潛力，在總體優秀員工的佔比上，普遍都較高。所以你會看到頭部企業的校招巡講，一般都是去 Top 院校，因爲對應的人力篩選成本會低很多。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"但更重要的、起決定作用的，是你在校的"},{"type":"text","marks":[{"type":"strong"}],"text":"項目實踐經驗"},{"type":"text","text":"和"},{"type":"text","marks":[{"type":"strong"}],"text":"技術基本功"},{"type":"text","text":"的掌握情況，這決定你是否能幹活，是否有可持續成長的基礎。很多同學是給自己挖坑，在校時期浪費了很多本該去爭取實習實踐的時間，最後臨陣抱佛腳，寄希望於靠刷（背）面經、參考別人代碼寫幾個 Demo，或者報名個短期培訓班來解決問題，這會很難。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"校招簡歷，請優先側重陳述你的項目經驗和技術基本功的掌握情況，重視下細節，避免出現明顯的技術術語的謬誤（如 DIV + CSS）。對於技術崗，無需大書特書在學生會做過的那些行政的事。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"項目經驗描述，重點是"},{"type":"text","marks":[{"type":"strong"}],"text":"有效描述"},{"type":"text","text":"，避免流水賬的一帶而過，建議參考以下幾個維度進行簡單介紹："}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"bulletedlist","content":[{"type":"listitem","attrs":{"listStyle":null},"content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"項目簡要說明"}]}]},{"type":"listitem","attrs":{"listStyle":null},"content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"技術選型介紹，你承擔的角色，及工作內容介紹"}]}]},{"type":"listitem","attrs":{"listStyle":null},"content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"遇到的問題，以及是如何解決的"}]}]},{"type":"listitem","attrs":{"listStyle":null},"content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"項目中你工作的亮點，獲得的成長"}]}]}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"技術基本功描述，儘量避免"},{"type":"text","marks":[{"type":"strong"}],"text":"堆砌關鍵字"},{"type":"text","text":"，諸如 “熟練掌握 HTML、CSS、JavaScript，精通 React、Vue... ” 這樣的純關鍵詞陳列，對面試官而言是價值不大、甚至是產生困惑的。好一些的方式，是類似 “熟練掌握 HTML、CSS 的基礎知識，有一定的使用經驗，關注結構的合理性和語義化，能處理常見主流瀏覽器的兼容性問題，有基於 rem、vw\/vh 的移動端適配經驗...” 這樣的有一定場景代入感的闡述。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"heading","attrs":{"align":null,"level":4},"content":[{"type":"text","text":"對於社招簡歷"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"社招市場，最普遍的問題，是 "},{"type":"text","marks":[{"type":"strong"}],"text":"4 年工作時間，2 年工作經驗。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"很多人還不自知，深陷局中。看一下你的簡歷，是不是都在陳述業務的支撐數量？—— A 系統配合業務方做了 1、2、3、4 的功能；B 業務配合合作方做了 1、2、3 的功能；C 功能配合做了 XXX 的模塊 ... 沒有 PM 的總控能力體現、沒有主導角色的技術建設落地、沒有成長性的總結沉澱佈道，更不用提作爲組長或者 Leader 的帶人能力了。你一直都是在做一個資源型的被動執行角色，而且按照這個節奏，大概率下一份工作的積累，也只會是簡歷裏多幾個業務支撐的數量而已。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"strong"}],"text":"這個市場永遠不缺資源型的執行"},{"type":"text","text":"。快速發展的企業，基本的業務建設支撐，可以通過校園招聘應屆新人，或者藉助勞務外包的方式解決。對於很多企業來說，花大力氣去搞定一個資深工程師、專家甚至高級專家的社招坑，要的是這個人"},{"type":"text","marks":[{"type":"strong"}],"text":"能去推動正確的事情發生"},{"type":"text","text":"，讓事情朝着更好的方向推進落地，這要求有能力突破個人的範疇、通過影響他人去一起拿結果。如果簡歷裏陳述都是個人角度的被動執行，被篩掉的概率就會很大。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"工作年限，是用人方參考的一個值。這個值是加分項，還是減分項，要結合你"},{"type":"text","marks":[{"type":"strong"}],"text":"解決問題的能力"},{"type":"text","text":"來對照的看。關於解決問題的能力，和職業不同階段的發展瓶頸及破局策略，我們後面會有專門的文章做沉澱交流，歡迎大家先關注微信公衆號 “政採雲前端團隊”，以便第一時間獲取信息。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"heading","attrs":{"align":null,"level":4},"content":[{"type":"text","text":"關於簡歷造假"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"請做一個"},{"type":"text","marks":[{"type":"strong"}],"text":"誠實的聰明人，"},{"type":"text","text":"儘量不要去嘗試挑戰職業紅線。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"最常見的簡歷不誠實，是對工作年限動手腳，很多人會把實習時間也算進正式工作的時間裏，出現畢業 2 年工作 3 年的奇怪現象。另一個較常見的是誇大描述，瞭解變精通，讀過變做過，甚至是沒掌握的都一個個的堆砌進去；也有組長變主管 ，接口人變負責人，某條線 TL 變莫名範圍的大 Leader，7 人團隊封自己是技術總監或 CTO；再比如共建人變 Owner，多人蔘與變一人主導，用別人的結果給自己的簡歷做修飾。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"有些時候，"},{"type":"text","marks":[{"type":"strong"}],"text":"你所處行業的圈子，遠比你理解的要小"},{"type":"text","text":"。以我的觀察，一個多年經驗的負責人，靠他自己人脈做下背調的速度和精確度，是很有保障的。不自信的誇大，是對用人方智商的挑戰，也是對自己的不負責，是在給自己挖坑。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"他不知道面什麼，你不清楚投什麼"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"簡歷篩選通過之後，是一面。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"很多事情都會遵循帕累托法則（80\/20定律）：公司裏會有 271 考覈，人才市場裏的 “選手” 能力一般般的多，面試官也不例外。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"heading","attrs":{"align":null,"level":4},"content":[{"type":"text","text":"他不知道面什麼"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"實情是，一些情況下，應聘者所面對的，是一個不合格的面試官。現實中，很多面試官是 “被動上崗” 的，尤其是第一輪的電話技術面。一般大廠具備較爲完善（甚至是能力溢出）的人才梯隊，負責一輪面的同學一般都是一線的 TL 或者團隊技術核心，職業積累、專業厚度沒問題，且大廠都會有統一的面試官培訓和標準的面試題庫，面試質量多有保障。但大廠畢竟是極少數，更多的情況是其他企業的前端不成建制，跟着項目組走，一個項目就幾個前端，或者全公司就十幾個前端。這種情況下的面試準確性就很難有保障。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"技術能力強不意味着面試經驗夠、看人準。有個笑話，一名應聘者去面試，我們假設層級是 P 序列（Professional），P6 的電話聊完反饋說這人能給 P6，通過；下一輪 P7 的電話也聊了聊，面完說這人能給到 P7，通過；再下一輪的 P8 聊完有點拿不準，反饋給上面的 P10。P10 的 Boss 聊完說，“這人是 P9 的呀” ！。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"哈哈一樂之後，我們必須承認，面試官的 Level 會影響他對人的判斷，人們無法突破自己認知的上限去溝通。認知侷限還會帶來一個影響，即經驗較少的面試官，往往會走入 “炫技” 的誤區，進而影響對候選人真實綜合能力的評價。這類場景比較多見的，是面試過程中不圍繞解決場景化問題進行探討，而是絕大部分的面試溝通內容，都圍繞着選型概念、原理性闡述。本該是基於場景設計引導溝通、判斷能力，卻變成了純粹的知識點考覈，甚至偏題怪題，進而導致主觀的否定掉一個合適的人。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"另外，一些團隊在招聘時，實際上是不清楚應該招什麼樣的人，以及不清楚應該怎麼設計面試題。比如我們經常會看到有面試官問 “你們業務裏的跨域問題是怎麼解決的？”  應聘人回答 “一般都是 CORS，或者用 JSONP”。面試官繼續問 “說說你對 JSONP 是怎麼理解的？” 面試人回答諸如動態創建一個"},{"type":"codeinline","content":[{"type":"text","text":"script"}]},{"type":"text","text":"標籤然後"},{"type":"codeinline","content":[{"type":"text","text":"url"}]},{"type":"text","text":"指向被請求資源的地址種種。然後面試官覺得他問到位了，候選人也覺得自己回答的不錯。但真實情況是這樣麼？候選人可能僅僅是看過面經刷過 JSONP 的知識點，不具備實際的使用能力，但面試官是沒判斷到位的。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"更好的技術面建議，是從一個實際場景出發 ，看候選人如何解決問題，而非知識點問答。在候選人回答的基礎上，橫向擴展不同方案，看他如何做選型對比，並一層層的深入提問，綜合場景方案和原理性理解，看候選人會在哪一層卡住。這樣的方式更有利於判斷候選人的實際解決問題的能力。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"對於被面試者來說，這種面試方式下，經常出現的一個問題，是"},{"type":"text","marks":[{"type":"strong"}],"text":"繞圈子"},{"type":"text","text":" —— 總是繞來繞去，不說重點，隔靴搔癢，不清楚可以大大方方的承認，真沒必要不懂裝懂。有個前輩的話我比較認同，"},{"type":"text","marks":[{"type":"strong"}],"text":"“面試時瞎扯的人，在正式工作時也會糊弄夥伴”。"},{"type":"text","text":"另一個常見問題是隻回答"},{"type":"text","marks":[{"type":"strong"}],"text":"關鍵字"},{"type":"text","text":"，你問他什麼，都是拿幾個關鍵詞應付你，一問到細節就傻。這樣的候選人，在有經驗的面試官面前，大概率是會被否掉的。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"heading","attrs":{"align":null,"level":4},"content":[{"type":"text","text":"你不清楚投什麼"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"你會遇到什麼樣的面試官，由你自己決定。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"就像很多人離職是盲目的，投簡歷也一樣盲目，進而收穫了一場更盲目的面試經歷"},{"type":"text","marks":[{"type":"strong"}],"text":"。你下一階段的發展目標，決定了你應該投一傢什麼樣的企業、什麼樣的團隊。"},{"type":"text","text":"但是很遺憾，太多的人理解不到這一點。不同階段的職場人，有不同階段的發展目標和職業瓶頸。有些瓶頸需要靠內力去打破，有些需要藉助團隊的外力助攻。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"人有不同的發展階段，團隊、業務、公司也一樣，不同企業的不同團隊，其發展階段和下一階段的目標也不盡相同。有的公司處於創業期，其內部團隊的要求是強執行，對人的需要是資源型重執行人才；有的公司正處於快速發展期，開始需要體系化建設，需要能幫助體系化落地的人才；有的公司業務處於穩定期，體系化建設、人才梯隊也較爲完善，此階段的人員儲備會更多元化，要求也會更高。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"一個希望能在技術體系能力上有長足發展的人，投一個重執行的團隊，是錯誤的；一個沒有體系化思維和落地能力的人，投一個需要這方面能力的坑，一般也面不過去。想明白下一階段的發展目標，有針對性的投遞，匹配的概率會大很多。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"刷面經糊弄不了老狐狸"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"刷面經是避不開的話題，現在的同學太幸福，因爲有無數的其他同學在做着這方面的沉澱分享，降低大家的信息不對稱，提供更具針對性的能力短板參照物。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"但是，刷面經糊弄不了老狐狸。看過和實踐過，中間隔着溝壑，理解和認知上差着幾條街。沒有一個作家是靠看小說看成的，也沒一個技術專家是靠看別人的博客或者犀牛書、紅寶書看成的。正如上面所說，有經驗的面試者可以很容易的通過遞進溝通評估出面試者的層次。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"這裏的一個 “認知陷阱”，是不要依照 “面經” 上各廠的面試題，去揣測對方的喜好，進而在簡歷裏做針對性的過度修飾，嚴重的會被認爲簡歷造假。很多廠會保留同一人在數年間投遞後的各輪面試評價，一次不佳的面試反饋記錄，可能會影響後面某次投遞其他面試官的主觀印象，得不償失。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"基於自身的實踐理解，合理的結合別人的面經沉澱，取長補短；或者作爲判斷一個團隊用人標準的參照，看看對方的題是不是合理，合理的題映射靠譜的出題人，是否值得你與之爲戰友一起奮鬥。拿出一點看面經的時間，多找找渠道，線上或者線下（朋友、獵頭等渠道），瞭解下意向公司的發展階段、用人方向、團隊氛圍、技術體系，瞭解下招人的側重，看看是不是和自己的發展目標匹配。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"horizontalrule"},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"頭圖：Unsplash"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"作者：堂主"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"原文：https:\/\/mp.weixin.qq.com\/s\/ERIwqCG1rMDR5dEbkFOAPg"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"原文：面試官角度看應聘：問題到底出在哪？"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"來源：政採雲前端團隊 - 微信公衆號 [ID：Zoo-Team]"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"轉載：著作權歸作者所有。商業轉載請聯繫作者獲得授權，非商業轉載請註明出處。"}]}]}