Galaxe Solutions|Rashmi Bhandary Sahyadri

Summary

In this video, Rashmi Bhandari interviews two students who cleared the Galaxy Solutions recruitment process. They discuss eligibility criteria, interview rounds, and tips for success. The students share their experiences with aptitude, coding, and HR rounds, emphasizing the importance of strong fundamentals, practice, and project knowledge. They also recommend resources like YouTube channels for academic and technical preparation, stressing the value of starting early and learning from seniors' experiences.

Takeaways

• 🎓 Eligibility for Galaxy Solutions specified a minimum of 70% in engineering, with no specific requirements for 10th and 12th grades.
• 📝 The recruitment process involved three rounds: aptitude, coding, and HR interviews.
• 🧩 Aptitude questions included basic math, English comprehension, and logical reasoning.
• 💻 Coding questions varied in difficulty, with the first question usually being easier and the second varying among candidates.
• 🕒 Time allotted for the test was one and a half hours.
• 📘 Emphasized the importance of college training for aptitude and coding, as well as the necessity of practice.
• 🔗 DBMS questions involved table joins and sorting based on given conditions.
• 📈 Tips for success included starting early, daily practice, and not waiting until the third year of college.
• 🌐 Technical interviews focused on understanding the candidate as a person, not just their technical skills.
• 🏋️‍♀️ Behavioral questions tested candidates' problem-solving abilities and reactions to unexpected situations.
• 📚 Projects and academics were key topics in interviews, with an emphasis on understanding one's own projects.

Q & A

What is the eligibility criteria for Galaxy Solutions mentioned in the script?

The eligibility criteria specified was 70 percent in engineering. The 10th and 12th percentages were not specified, and it was open to both CS and EC branches.

How many rounds were there in the recruitment process for Galaxy Solutions?

There were three rounds: an aptitude test, coding questions, and a technical interview.

What was the difficulty level of the aptitude test according to the students?

The aptitude test was considered easy or moderate, with questions based on topics taught in college.

How many students got shortlisted after the aptitude and coding rounds?

Around 15 to 16 students got shortlisted out of a larger number of participants.

What was the time duration for the aptitude and coding test?

The total time given was one hour and thirty minutes.

Can you provide an example of an easy coding question asked during the interview?

One example was a question regarding the distribution of candies among children based on their ranks.

What was the nature of the DBMS question asked in the interview?

The DBMS question involved joining two tables, sorting them based on attendance, and updating a specific person's salary.

What is the importance of submitting answers within the given time frame during the test?

It is crucial to click the submit button after solving a question because if the timer auto-completes and you move to the next question without submitting, the previous answer will not be considered.

What tips do the students suggest for preparing for coding interviews?

The students suggest starting early, practicing regularly, and focusing on understanding the logic behind solving problems.

What resources do the students recommend for learning and practicing coding concepts?

The students recommend YouTube channels like 'us Abdul Bari' for coding concepts, 'HackerRank' for coding practice, and 'Geeks for Geeks' for understanding subjects and theory.

What was the approach of the interviewer during the technical round?

The interviewer started with general questions to understand the candidate's personality and then moved on to technical questions related to Java, projects, and other technical concepts.

What was the significance of the introduction in the interview process?

The introduction was significant as it helped the interviewer to understand the candidate as a person, not just as a technical expert.