Get yourself trained on C++ Software Developer with this Online Training C++ Software Developer Interview Preparation.
Online Training C++ Software Developer Interview Preparation
Are preparing for software engineer interviews in a top tier tech company? Are you looking to change to a senior developer role?Do you want to impress the interviewer with advanced knowledge of C++?Chances are that the company you are applying requires C++ proficiency. C++ is still the king. All top tier companies ask for C++ proficiency from their candidates. The questions may seem hard and tricky. But these questions are made to teach you the complex intricacies of the C++ language, the STL containers, algorithms and the new additions to modern C++. And if you are applying for a senior developer role in a top-tier company, then they expect you know these. Check where your C++ knowledge ranks.BEFORE you go any further, please keep this in mind about the questions:The questions are designed to examine your knowledge in advanced parts of C++ and also parts of C++ language that are not obvious.There are trick questions. The purpose is not to trick you but to make you aware of the ways C++ can confuse you.There are difficult questions. You might not be asked to this level in the interview, but if you learn these you can impress the interviewer.The questions sets can seem long. DONOT attempt to complete a set in one sitting. Take your time.There are 6 practice question sets:Question set #1: C++ Language Fundamentals (35 questions)Question set #2: C++ Language Fundamentals (35 questions)Question set #3: C++ Standard Template Library (STL) (75 questions)Question set #4: Data Structures and Algorithms (65 questions)Question set #5: Linux System (25 questions)Question set #6: Modern C++ (Updating)The questions are based on numerous sources. From personal interview experiences and other sources such as StackOverflow, Geeks for Geeks, CareerCup and textbooks.The references for explanation for the answers are also given. So make sure to go through the results once you completed the tests.Good luck!
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As a society, we spend hundreds of billions of dollars measuring the return on our financial assets. Yet, at the same time, we still haven’t found convincing ways of measuring the return on our investments in developing people.
And I get it: If my bank account pays me 1% a year, I can measure it to the penny. We’ve been collectively trained to expect neat and precise ROI calculations on everything, so when it’s applied to something as seemingly squishy as how effectively people are learning in the workplace, the natural inclination is to throw up our hands and say it can’t be done. But we need to figure this out. In a world where skills beat capital, the winners and losers of the next 30 years will be determined by their ability to attract and develop great talent.
Fortunately, corporate learning & development (L&D), like most business functions, is evolving quickly. We can embrace some level of ambiguity and have rigor when measuring the ROI of learning. It just might look a little different than an M.B.A. would expect to see in an Excel model.