《破解编程面试》(第5版) - Gayle Laakmann - 程序员面试宝典

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"《Cracking the Coding Interview(5th Edition)》是由Gayle Laakmann McDowell撰写的一本关于程序员面试准备的经典书籍。这本书包含了150道编程题目及详细的解答，涵盖了各种算法和数据结构问题。作者是CareerCup网站的创始人兼CEO，旨在帮助求职者准备苹果、微软、谷歌等顶级科技公司的面试。本书的C++实现代码可以在GitHub上的Hawstein/cracking-the-coding-interview仓库找到。" 《Cracking the Coding Interview》是编程面试领域非常知名的一本书，适合那些准备进入IT行业或者希望在技术公司中提升职位的程序员阅读。书中的内容不仅限于Java编程，也包含了大量的C++实现，以满足不同编程背景的读者需求。此书的第五版（5.01390210100131）涵盖的编程题目和解决方案涵盖了以下几个主要知识点： 1. **基础算法**：包括排序（如快速排序、归并排序）、搜索（如二分查找、深度优先搜索、广度优先搜索）以及动态规划等。 2. **数据结构**：如数组、链表、栈、队列、堆、哈希表、树（二叉树、平衡二叉树、红黑树）和图等。 3. **递归与回溯**：用于解决复杂问题，如八皇后问题、N皇后问题、迷宫求解等。 4. **字符串处理**：字符串匹配、反转、子串查找等。 5. **位操作**：利用位运算进行高效的计算和优化。 6. **设计模式**：讨论如何在面试中展示良好的系统设计能力，如工厂模式、观察者模式等。 7. **性能分析与优化**：时间复杂度和空间复杂度分析，以及如何优化代码性能。 8. **系统设计**：涉及到大型系统的架构和设计，如缓存策略、分布式系统、数据库设计等。 9. **面试技巧**：包括如何有效沟通、如何清晰地表述解决问题的思路，以及如何应对压力和挑战。通过阅读和实践书中的问题，读者可以增强自己的算法思维，提高解决问题的能力，并熟悉面试过程中的常见问题类型。同时，GitHub上的代码库提供了实现这些解决方案的实际示例，可以帮助读者更好地理解和应用所学知识。《Cracking the Coding Interview》是一本全面而深入的面试准备指南，无论对于初学者还是经验丰富的开发者，都是提升编程技能和成功通过技术面试的重要资源。

The

Interview

Process

| How

Questions

are

Selected

andidates

frequently

ask me

what

the

"recent" interview questions

are at a

specific

company,

assuming

that

the

questions change over

time.

The

reality

that

the

company itself

has

typically

little

to do

with

selecting

the

questions. It's

all up to the

interviewer. Allow

me to

explain.

large company, interviewers typically

through

interviewer training course.

"training"

course

Google

was

outsourced

another company. Half

of the

one-day

training

course focused

on the

legal

aspects

interviewing:

don't

ask a

candidate

they're married,

don't

ask

about their

ethnicity,

and so on. The

other half discussed

"troublesome"candidates:

the

ones

who get

angry

rude when

asked

coding ques-

tion

other questions they

think

are

"beneath"

them.

After

the

training course,

"shad-

owed"

two

real interviews

show

what happened

in an

interview—as

though

didn't

already know! After

that,

I was

sent

off to

interview candidates

on my

own.

That's

it.That's

all the

training

got—and

that's very typical

companies.

There

was no

list

"official Google interview questions."

No one

ever

told

that

should

ask

particular question,

and no one

told

me to

avoid certain topics.

where

did my

questions come from? From

the

same

places

everyone else's.

Interviewers borrow questions that they were asked

candidates. Some swap ques-

tions amongst each other. Others look

on the

internet

for

questions,

including—yes—

CareerCup.com.

And

some interviewers take questions from

the

earlier

mentioned

resources

and

tweak

them

minor

major ways.

It's

unusual

for a

company

ever give interviewers

list

questions. Interviewers pick

their

own

questions

and

tend

each have

pool

of five or so

questions

that

they prefer.

time

you

want

know

what

the

"recent" Google interview questions are, stop

and

think.

Google interview questions

are

really

different

from

Amazon interview

questions

since

the

questions aren't decided

at a

company-wide level.

The

"recent"

questions

are

also

irrelevant. Questions

don't

change much over time since

one's

telling

anyone

what

to do.

There

are

some differences

broad terms

across

companies. Web-based companies

are

more likely

to ask

system design questions,

and a

company using

databases

heavily

more likely

ask

you

database questions. Most questions, however, fall

into

the

broad

"data

structures

and

algorithms"category

and

could

asked

by any

company.

CrackingTheCodinglnterview.com

The

Interview

Process

| The

Evaluation

Process

ost

recruiters

will

probably

tell

you

that

candidates

are

evaluated

four

aspects:

prior experience, culture

fit,

coding

skills,

and

analytical

ability.These

four compo-

nents

are

certainly

all in

play,

but

typically,

the

decision comes down

your coding

skills

and

your analytical ability

(or

intelligence).This

is why

most

this book

devoted

improving your coding

and

algorithm skills.

However, just

because

the

decision usually comes down

coding

and

algorithm

skills

doesn't mean

you

should overlook

the

other

two as

factors.

bigger tech

companies,

your prior experience tends

not to be a

direct

deciding

factor

once

you're actually interviewing,

but it may

bias

interviewer's perception

of the

rest

your interview.

For

example,

if you

demonstrate brilliance when

you

discuss

some

tricky program

you

wrote, your interviewer

more likely

think,

"Wow,

she's

brilliant!"

And

once he's decided that you're smart, he's more likely

subconsciously

overlook

your

little

mistakes. Interviewing, after all,

is not an

exact

science. Preparing

for

"softer"

questions

well worth your time.

Culture

fit (or

your personality, particularly

with

relation

to the

company) tends

matter more

smaller

companies than

at big

companies.

One way it

might

come

if the

company's culture

is to let

employees make decisions independently,

and you

need direction.

It's

not

unusual

for a

candidate

to get

rejected because

they

appear

too

arrogant, argu-

mentative,

defensive.

once

had a

candidate

blame

his

struggling

with

question

on my

wording

of the

problem,

and

later,

on the way

that

I'd

coached

him

through

it. I

recorded

this

defensiveness

as a

potential

red

flag—and,

as it

turns out,

so did the

other

interviewers.

He was

rejected.

Who

wants

work

with

teammate like that?

What

this means

for you is the

following:

•

people

often

perceive

you as

arrogant

argumentative,

with

any

other

nasty

adjectives,

keep

an eye on

this behavior

in an

interview.

Even

otherwise

superstar

candidate

may get

rejected

people

don't

want

work

with

them.

•

Spend some

time

preparing

for

questions

about

your resume. It's

not the

most

important factor,

but it

matters.

Even

little

bit

time here

can

help

you

improve

major ways. It's

great

"bang

for

your buck."

•

Focus mainly

coding

and

algorithm questions.

Finally,

it's worth

noting

that

interviewing

is not a

perfect science. There

some random-

ness

not

only

your performance,

but

also

in the

decision

of the

hiring

committee

(or

whoever

decides

your offer). Like

any

group,

the

hiring

committee

easily

swayed

the

most

outspoken

individuals.

It may not be

fair,

but

that's

the way it is.

And

remember—a

rejection

not

life sentence.

You can

almost

always

reapply

within

year,

and

many candidates

get

offers

from companies that previously rejected

them.

Don't

get

discouraged. Keep

at it.

Cracking

the

Coding Interview

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《破解编程面试》(第5版) - Gayle Laakmann - 程序员面试宝典

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