How to test a Java Developer? | Interview Questions to ask a Java Developer

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This is a list of 10 basic questions you may be asked in an interview as a Java developer or may be used by a recruiter to determine their initial experience.

1. What does the private keyword mean?
-The method is accessible by no other class and package which it is defined only.

2. What does it mean if the keyword is missing from the member?
-The method is accessible by no other class besides the one in which it is defined.

3. What is polymorphism?
-Polymorphism refers to a programming languages ability to process objects differently depending on their data type or class. More specifically, it is the ability to redefine methods and shadow some of its variables.

4. What techniques do you use to minimize code in a JSP Page?
-Tag Libraries
-Struts
-Beans etc.

5. What hapeens the first time a JSP is invoked?
-Gets compiled into a servlet.

6. What are the three layers of Model View Controller?
-Presentation
-Logic
-Data

7. What Java API’s consume XML Data?
-JAXP
-SAX
-DOM
-XSLT

8. Name the components of use case?
-Actors/users
-Use case itself

9. What is the Life cycle of a Servlet?
-Server loads and initiates servlet

10. What are the benefits of layering?

Non-coupled layers support iterative development
-Flexibility of design
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How you should treat your recruiter!

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1. You can never call them to much.

2. They are there to help you with your career and find you a job, be nice.

3. Provide them with the information the need in a timely matter or tell them you are not interested.

4. Do not do anything that would jeopardize your ability to be employed in the future, databases never forget.

5. If a recruiter spends enough time to talk with you and understand your needs, their time is valuable, do not be afraid to tell them no or what you really want in your next career change.

6. If a recruiter asks you to get back to them, get back to them, do not make them call you again. By doing this you could jeopardize your chances of interviewing with their client, as they are measuring your character as a candidate.

7. If you set an appointment with your recruiter to discuss potential jobs, keep the appointment, do not reschedule because you have a interview with another company or recruiter. Remeber they are your partner to help you find your next career.
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How to identify a Fake Resume

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1). The candidate never answers their phone if they do not know who is calling even when they are unemployed.

2). If you get a candidate on the phone, they will tell you they are outside, because they do not want to interview, spur of the moment, they want to be in front of a computer to look up answers to your questions or will have someone else do the interview for them.

3). The candidate does not remember the locations of his / her contract.

4). The candidate does not remember technologies, they have listed with each job and what companies they used them.

5). When asked to explain their project, the candidate reads their resume back to you.

6). The candidate can not tell you what line of business the company is in and what they do?

7). When you ask them, is it ok to ask them technical questions, they respond they are busy or outside.

8). Ask them to recall content on their resume, if they can not, then they more than likely did not do the work they have indicated.

9). There Voicemail is full and can not accept a message.

10). They are unemployed, but can not talk to you on the phone unless you schedule a appointment, they are going to have someone else do the interview for them.

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What is a Bench Sales Recruiter?

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Definition

A 'Bench Marketer' or 'Bench Sales Recruiter' is a Sales, Account or Recruiting person at a staffing company that is responsible for marketing that company's 'bench' of consultants, that are not working on projects. They find requirements, propose their candidates and place them on projects with Clients or Tier 1 Staffing agencies in the US.

Where

These positions are unique to Tier 2 India based staffing and recruiting agencies who have carved out this niche in US IT Staffing. They take advantage of the non-transparency and inefficient job marketplace in contracting- where clients have squeezed down rates to Tier 1 staffing and consulting companies, making it hard for them to compete and make profits. So these Tier 1 companies outsource the expensive search for contractors to Tier 2 staffing agencies.

What is the bench?

To meet the demands of the Clients or Tier 1 agencies, Tier 2 staffing agencies hire H1b consultants or develop their own 'virtual bench' of H1b candidate from other companies or OPT visa (recent graduates) consultants. Often times even US citizens and greencard holders work with bench recruiters with an informal understanding that they can be represented to clients. This is because Bench Marketers may have a better network of recruiters and staffing agencies and a better knowledge of the market.
These H1b/OPT/Citizen consultants get hired into projects and then terminated at the end of the project after 6-12 months. When these consultants come off a project and there is no immediate next project for them to work on, they are said to be 'on the bench' like the 'extras' on a sports team that sit on the bench in case someone gets injured or tired.

How do they work?

The Tier 2 staffing company needs to get these consultants onto billable projects as soon as possible and so they employ these 'bench marketers' whose job is to advertise these consultant's resumes on job boards and local freelancer marketplaces, apply to jobs posted on job boards, cold call Tier 1 staffing agencies, send out 'hot lists of consultants' to potential customers, make submissions, and once they identify a position, they arrange interviews, negotiate rates, and finalize the contract with the customer.
If a candidate is finalized the bench marketer would sign a Corp-Corp contract which is basically a subcontracting agreement. The 'bench marketing' company continues to run the payroll for the consultant, and the consultant now works through the Tier 1 staffing agency at the end client's work site. 
The profit the bench staffing agency makes from placing the bench consultant needs to be higher than the cost of the bench sales recruiter which is why this is only feasible to do from India.
For example- A good bench recruiter in India may make $1000/month. This would mean a cost of $7/hr for the agency. The bench recruiter needs to place at least 1 contractor and make a margin of $10/hr ($1,680/month) to enable the staffing agency to be profitable. If the contractor sticks around longer than a month and the recruiter makes at least one placement every month, it becomes a very profitable business.

Difference between Indian bench staffing and US staffing company

The difference between an India based bench sales recruiter and a US staffing agency sales person is that the bench marketer has a consultant that is ready to start work and is looking for job to place them.
A US staffing agency on the other hand first looks for jobs with a client and then goes looking for a consultant to fill that role.
Since these are slightly complementary, oftentimes bench marketers focus their sales on other staffing agencies that have existing clients or lots of open requirements.
Looking for Interview Questions for a Bench Sales Recruiter or Marketing Position
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US IT Staffing also known as American Staffing Association

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The American Staffing Association (ASA) is the trade association representing the U.S. staffing industry.
ASA is headquartered in Alexandria, Virginia. ASA has been the voice of the U.S. staffing industry since 1966. Members provide a wide range of employment services and solutions, including temporary and contract staffing, recruiting and permanent placement, outplacement and outsourcing, training, and human resource consulting. ASA and its affiliated chapters promote the interests of the industry through legal and legislative advocacy, public relations, education, and the establishment of high standards of ethical conduct.
The association's board of directors includes representatives from 12 independent staffing firms and 12 national staffing companies.
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Future of a recruiter as US IT staffing is a Career and areas to explore being a recruiter

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Staffing industry is $110B just in U.S. That proves how big of a market there is to capture. From the latest statistics of staffing on few site, it grew by 3%-7% in revenues in 2013. As IT shares a major of this pie, I believe, it is going to keep growing.

IT Staffing has become a major backbone for Enterprises to execute their business operations. The biggest shift which happened in past few years is Large IT consulting companies have now adopted sourcing/resourcing at their client sites, which is brining great competition to staffing agencies, as it this changes the dynamics of hourly rates for the temp workforce.

Given the employment and heathcare policies getting more harder to comply enterprises choose to keep minimum % as FTE's and rest as temp workforce. That provides a huge opportunity for IT staffing agencies participate in the temp/contract placements.

The new era of recruitment marketplace like our Jobhuk.com is on its path to disrupt the staffing industry with crowd-sourcing principles. Today we have more than 7000 independent recruiters working actively in the market place which we built out. Recruiters do One thing which they are best known for, i.e., finding the right candidate for the job. As long as recruiters are focusing and doing their job right, they have an opportunity to make $100,000's. We have seen recruiters who want to become independent of their Job in a staffing organization, choose to work betting on their skills of sourcing. These recruitment marketplace will greatly re-define the dynamics of staffing industry by allowing recruiters to make more money($) then ever similar to other areas like Tech and Design.
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US IT Staffing As A Career

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Crowd Connecting Talent With Opportunities

A career is defined as "an occupation undertaken for a significant period of a person's life and with opportunities for progress." - Wiki
A career is defined as "an occupation undertaken for a significant period of a person's life and with opportunities for progress." - Wiki
US IT Staffing as a career would be one of the best decision one can make to excel in a fast pacing world, It gives you an opportunity to work with the best of the best system integrator, consulting and end clients. Many of recruitment professionals who are in staffing industry specially in US IT sector have started their career because of no other option or they didn't find any other job for themselves and they landed up in US IT staffing job by a referral or with someone's recommendation.
In this post I will be discussing the career roadmap to understand the career development of a recruitment professional that would enable one to understand staffing world with bit more clarity. Many of the recruitment professionals I talk to or in the industry that were recruiters and are still recruiters as they won’t get a way to move on in the career or lack of interest of staffing agencies to promote them to a lead or a managerial role. One of the thing that I always emphasis when I talk about growth is education, training and empowerment where these three thing wont exists one should decide to leave that organization or agency at any level. As a recruiter/manager in the US IT staffing industry one must be able to adapt, change and implement transformation in his work approach otherwise he/she will be facing career growth issues.
The beginning...
A) IT Recruiter / Trainee IT Recruiter: You will be joining in a staffing firm / in house recruiter. At this stage of time you will be more focused on training yourself on end to end recruitment process where in your employer will invest on your training and facilitating you with a computer/laptop and etc. You will learn how search for people in different industries through various channels like job boards, social sites, database and etc. At this point of time you must be very careful about picking the role you want to get into as we have "US IT Staffing" divided into recruiting and bench sales.
Note: At this point of career beginning very few of the leaders talks to the employees about the two divisions in the staffing vertical, sadly many of them are self centered so they look at their worth not your career or growth but anyways ..
In the beginning of your career in the "US IT Staffing" industry you will have two options either to recruit people for the job or place people on the jobs so in other words "recruiting people for the job" is called recruiter and "placing candidates on jobs" is called bench sales. So if you have passion for talking to people and connecting with them on call or via email or any medium recruiting is good for you but if you do not like it but rather you like selling or talking about things then you can chose your career in bench sales where in you will working closely with the candidates to place him on the job.
If your actions inspire others to dream more, learn more, do more and become more, you are a leader. - John Quincy Adams
Senior US IT Recruiter : After gaining sufficient experience and exposure to technologies you will be able to understand job roles, domains and verticals by function you become mature enough to differentiate between important and priority in other words a focus recruitment professional who can close positions on priority or on demand. In this role you will be able to guide fresh recruiters on sourcing practices and different approaches to recruitment. There is not much different between a lead and a senior US IT recruiter as a senior professional you take care of your work and stuff but as a lead you take not only care of your stuff but also helps other colleagues perform the same in same or different capacity. There is where one realizes the leadership qualities in oneself that how is one able to educate, train and mentor people to perform and produce results.
Note: Many of the organizations push senior professionals due to their performance to a lead position without realizing the impact of that decision meaning a productive individual recruiter might lose his/her productivity by taking a role of a lead recruiter. It is the responsibility of an organization to identity people who have these leadership qualities then promoting them to a lead role which will benefit everyone. Remember the end goal of making someone a lead should be doubling the productivity of himself through different heads that he/she trains.
Account Manager: As you train, mentor and groom your fellow colleagues a times comes for you when you leave your billing seat and seat on the business side of the business that is driving delivery and client servicing role. In many of the organization we have this role but in some organization this role is divided into two part mainly delivery and client servicing.
i) Delivery Manager: A DM is someone who seats with the recruiters and work closely to ensure resume submissions/delivery on the client requirements (jobs). He/she works closely with the TL (Lead Recruiters) to ensure quality, quantity and timely delivery of the resumes on the jobs received from the clients. An additional responsibility of a DM could be mentoring leads who are good enough to understand urgency priorities and delivery of various technologies for making them future delivery managers. Unfortunately very few would like to grow , mentor and groom their colleagues.
ii) Client Service Manager / Client Partner / Client Engagement Manager: At this level an individual is already been through lot of recruitment's, hiring’s, experiences and exposures with delivery then he seats on the chair of client servicing role where in one interacts daily with the clients for discussing requirements , priorities, traction, interviews, closures and many other client focus things. He/she fosters the relationship with the client to make sure whatever DM have submitted or presented to him/her is been sent to the client for review, screening, selection and rejection. A client partner works closely with the hiring managers to understand the priority requirements and future projects for building strong relationship which leads to higher profits and more business.
Note: As said above most of the organizations have single role where in a single point of contact is managing recruiters for delivery of resumes and as well managing clients relationships. This spreading into two is mostly done because of large accounts and more hiring managers where in we need to provide assistance on bulk hiring which leads to lot of interviews and closures or so on that is why organization keep AM into two different roles i.e DM & CP. An additional responsibility of a CP is to mentor DM on client servicing activities and relationship building.
Business Development & Sales : This is very exciting role and front seat of the business within US IT Staffing where in an individual who have been through all the phases of staffing such as end to end recruitment, sourcing, delivery, client services which gives him/her an edge and grip of entire business. Now as an individual one see and feel not recruitment life cycle but rather see and focus on business life cycle. At this level the individual is not concerned with the delivery or client services but rather on acquiring new clients and business of which the ultimate goal would be business conversions.
Note: Many organizations hire people directly for the role of BDM or consider previous experience as BD person and thinks things will work for them. Some time yes but many times as an individual who are not aware of insights of the business will faces challenges when interacting with clients or pitching in or would be able to answer questions asked by the clients.
Ultimately, leadership is not about glorious crowning acts. It's about keeping your team focused on a goal and motivated to do their best to achieve it, especially when the stakes are high and the consequences really matter. It is about laying the groundwork for others' success, and then standing back and letting them shine. - Chris Hadfield
Director/ Head of Staffing Business: This individual is responsible for overall development of a staffing business like blue printing the business goals and executing plans through the year with the teams and groups. At this level an individual is more focused towards creating the COE center of excellence, quality control, training, mentoring, nurturing accounts, managing relationship, change agent and etc. usually this people also take care of hiring people in the organization and take responsibility of profit and loss, revenue and expenditure, escalation and problem solving kind of activities. They are the ones who heads the organization and manage both client relations from business point of view as well internal teams in terms of motivation , inspiration and role modeling.
A leader is one who knows the way, goes the way, and shows the way. John C. Maxwell
Note: This seats define your success in the industry by how you manage teams, inspire and lead them to become successful. This role comes with diplomacy two side roles that one play between stake holders and work force to keep the equilibrium. At this position many of the heads or directors or we call them as leaders create their follower base and become influencer and make careers of many people by guiding them for their inspiration.

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