1, Work experience: It is very important to have work experience in a big company: judge whether you can adapt to some systems and working methods of a big company well; Stability: Look at the longest working time in a company, at least two years of experience and technical ability: whether there is a technical level that matches the technology currently used by the company and whether there is practical experience. Business knowledge: whether there is business knowledge matching with the company and whether there is practical experience. This is very important, especially for some companies with complex business. Years of work: I have worked in this industry with these technologies for several years. 2, people: mainly depends on whether this person can be well integrated into the team, if not, the technology is no matter how good; The second is to see if this person is well managed and can seriously do the project. 3. Learning ability: the ability to learn new technologies, which examines the interviewer's understanding of certain issues and learning methods. 4. Education: For technicians, people with less than three years' working experience still need to look at education. Because people from good schools master new technologies very quickly. The policy can be relaxed for more than three years. 5. Resume: It is also important to write a resume. Clearly list how many companies you have worked in; Clearly list which projects have been done, what role they have played, and what technology they have used; Clearly list the use time of each technology; List clearly what technical training or research you have participated in; Q: How does the Human Resources Department interview technicians? What questions are appropriate to ask? A: For technical positions, especially those you don't understand, most of them will be interviewed by professional technical managers. But it is up to you to judge the interviewer's comprehensive quality and development prospects. If you have work experience, it will be a good assessment. 1. Ask him to describe the responsibilities and contents of the job and compare it with the position you want to recruit. Ask him to explain what he was most proud of in his previous job. Why? It is used to examine his values, sense of responsibility and professionalism, and to judge his development direction through the description of his words. A technician must be broad-minded, so it is judged by whether he cares about the treatment and contract. First, be familiar with the job responsibilities and qualifications of this position; Second, clarify the three core competencies of this position; Third, HR must be familiar with the daily work content of this position, verify the authenticity of the applicant's work and understand the original work situation; Fourth, job stability-look at the past job-hopping frequency, job-seeking intention, etc. The technical strength of the technical post is still subject to the employer, but HR should understand the basic technical process and work content. There are also some special names and logical methods in the industry. You can basically test whether the applicant is suitable for this position.