What are cheap mock test series available online for the IBPS RRB PO and the office assistant exam?
If you want to know more details ragarding how can I find work as a virtual assistant use the following link.Cheap mock test series available online for the IBPS RRB PO:Certification tests are conducted by testing laboratories (centers) accredited to conduct tests for the purpose of confirming the conformity of products for compliance with the requirements of the Technical Regulations of the Customs Union.If the product certification scheme permits testing in a non-accredited testing laboratory (center), the product certification body has the right to involve a non-accredited testing laboratory in conducting product testing.Regarding various product groups on the territory of the Russian Federation and the Customs Union, regulatory documents have been developed and are in effect, in particular GOSTs (both national and interstate), which contain requirements for conducting both the product itself and the product testing methods (order, methods and test methods, etc.).Accredited testing laboratories have a number of requirements, in particular requirements for: test equipment, measuring instruments (condition, accuracy class, verification and calibration, etc.); test conditions (temperature, humidity, etc. in the premises of the testing laboratory); regulatory documentation used in the testing process.The main regulatory document establishing the terms and definitions used in the field of testing and quality control of products is GOST 16504 “System of state testing of products. Testing and quality control of products. Basic terms and definitions ", as well as: GOST 31814 “Conformity Assessment. General rules for sampling for testing products when confirming compliance "; GOST R 51293 “Product Identification.General provisions "; GOST R 51672 "Metrological assurance of product testing for conformity assessment purposes" establishes requirements for the development of regulatory documents, the preparation and conduct of certification testing of products.Requirements for product samples General rules for the selection and identification of products in the implementation of mandatory conformity assessment intended for testing are set in GOST 31814 "Conformity assessment.General rules for sampling for testing products when confirming compliance "and GOST R 51293" Product identification. General provisions ", as well as in the regulatory documentation for specific products.Sampling Sampling for testing is carried out in accordance with the requirements set forth in regulatory documents, methods, programs and test methods contained in the field of accreditation of the testing laboratory, containing the rules and test methods, including the rules for sampling.If there is no or insufficient information about the rules and the procedure for sampling a specific product, the provisions of GOST 31814 “Conformity assessment. General rules for sampling for testing products when confirming compliance." This regulatory document defines the general requirements for the procedure for the selection of type samples, taking into account: homogeneity; sample by composition; sample by quantity; compliance of samples with identification of the product.The number of product samples for testing is determined in accordance with the requirements of the Technical Regulations, regulatory documents for specific products and methods and methods of product testing, taking into account the need to preserve the control sample.Sampling is carried out, as a rule, in the presence of the responsible persons of the manufacturer (customer) in the warehouse of finished products by random sampling.Also, the selection of product samples can be carried out directly by the responsible person of the manufacturer (customer). Sampling of products is issued by the "Sampling Act".The sampling site may be: a warehouse of finished products or a manufacturing facility of the manufacturer (assembly workshop, etc.), a warehouse of the seller (buyer), a customs terminal; location of the party (manufacturer’s finished product storage; temporary storage; customs warehouse; customer’s warehouse, if the products are in custody; vehicle capacity); location of the unit of production (at the manufacturer’s production site, at the place of product installation at the buyer, at a temporary storage warehouse).Test results The results obtained during the testing of products are recorded in the test report. The test report is one of the main evidentiary documents of conformity or non-conformity of products with the requirements for it upon confirmation of conformity of products.In addition to the data obtained during the tests, the protocol may contain references to the maximum permissible values??of the monitored values??(parameters) regulated by the regulatory documents.Numerical values??and parameters obtained during the test should be within the limits of acceptable values. Regardless of the result (whether or not the product meets the requirements set for it), obtained during the testing of products, the test results are recorded in a test report, which is transmitted to the customer.The test task as a tool for finding employees has a bad ratio of information received to time spent, a high rate of mistakenly negative results, and also increases image risks.To begin with we will be defined with a context. The test task (homework, DZ) is the task performed by the candidate outside the interview, similar to his official duties.Next, we will consider the applicability of remote sensing as a stage of filtering candidates for the positions of developers.Most likely, similar problems will arise when hiring other technical specialists. In theory, the DZ looks very attractive, because the employer, as he believes, can see what the candidate can do in “combat conditions”, and thereby simplify the hiring process.The problem is that it looks like this only at first glance. In practice, it often turns out that it becomes even more difficult to find “worthy” candidates, and the market is full of “inadequacies” who take CLE and answer “we will call you back.”To understand how applicable DZ to search specialists, try to answer 2 questions:What conclusions can be drawn from the failed task?What conclusions can be drawn from the completed task?What conclusions can be drawn from the outstanding task?Can we say that the candidate is not a good specialist if he has not completed the DZ?Unfortunately not. It turns out that people have other interests besides programming.And since a person is engaged in programming for 8 hours (well, or4-6) at work, it is logical for him to devote himself to other interests in his free time.Those who lack 8 working hours for their favorite activity quite often have their own pet projects, and it’s not at all a fact that your housekeeping will be more interesting than already started projects.There is also another category of people - those who do not have everything necessary for working on a home computer.Thus, in addition to those who cannot complete the assignment, we also screen out those who do not want to fulfill or cannot allocate enough time to complete the assignment.What conclusions can be drawn from the taskDZ is often used when hiring junas, since you can’t talk to novice experts about their past experiences.And if June did the DZ, then, most likely, he has more potential than the one who has not fulfilled. But here we should not forget about such an interesting phrase as “stir up the lab”.If the signor, with a high degree of probability, will not bother with finding a solution on the Internet and ask his friends to do a test, then with juniors everything may turn out (and in practice it turned out) not so rosy.And here DZ can play a cruel joke with you, because at the time of the interview the interviewer may have an overly positive impression of the candidate, so the candidate is easier to “pass the test” when he knows a subset of topics.An overly positive impression of DZ can create similar problems when hiring “non-junior”.Somehow during the interview I was not asked a single question on Spring, because "from my decision it was obvious that I had a lot of experience with this framework."At that time, my experience with Spring consisted of 2 viewed vidosikov and a project of 3 days.Job Size and TypesThe size of the test task is just the main factor that makes it an ineffective tool. If the task takes less than an hour, then it is quite possible to give it during the interview. With this approach, it is possible to check the very “problem solving skills” that many people confuse with algorithmic tasks.Just because of the short time to solve, algorithmic problems are quite popular.One of the advantages of such tasks is the simplicity of the check, because if the code is readable (this requirement is relevant for all adequate companies), then it will take 10-30 minutes to check this task . And there is Codility and other services that allow you to automate the process.Unfortunately, this approach has a slight drawback: the algorithmic problem itself only checks the candidate’s knowledge of a particular algorithm (maximum of the group of algorithms).Many subconsciously establish the order between the basic knowledge of CS and everything else (work with the database, the correct application of patterns, the ability to write tests, etc.). In the real world, these skills are parallel.In an assignment of less than 4 hours it isquite difficult to cram a task that requires more than just performing mechanical actions. That is why typical tasks in the range of 2-4 hours are to file a CRUD, to deal with the API or tool.From the point of view of checking such a task, it is similar to a review of a small project you are not familiar with.If the task is to quickly understand if there are any rude flights, such a review can be done for 15 minutes.But in that case, why was it necessary to give a test, such a decision could be closed by reading the resume and the same 15-minute conversation with the candidate by phone (if you really want to save time on the interview).A more thoughtful review will take 30-60 minutes , which is commensurate with communication with the interview, but the reviewer does not have the opportunity to clarify why certain decisions were made, unlike the interviews.Tasks from 4 hours to 2-3 days. On the positive side, you can check how motivated the candidate is to get a job in your company (at least how motivated he is).At the same time, in terms of the cost of your time, a thoughtful check of the task will take the same 30-60 minutes,but already with a greater probability of 60 than 30. On such tasks one can already expect a certain level of quality.It should be understood that any solution to the problem is always trade-off between quality and speed of execution.And it may well be that the decision was made worse than it could be, just because the candidate is not difficult to overengineering.To find out why a certain decision was made, we need to conduct an interview. Thus, we spent an extra hour of our employees.It is also necessary to understand that any task that takes more than one evening (theoretically an evening is 4 hours, in reality - 2) very significantly reduces the number of people willing to carry it out.The ideal test task is a trial period (IC).Practice shows that most of the negative moments associated with the competence of a person and his ability to work in a team come up in the first week or two trial period (of course, there are cases when such moments appear after IP, regardless of its length :)).Therefore, some companies practice DZ for 3-5 days. During this period, we can see how a person solves quite complex tasks, how high-quality code he gives, how he communicates with the team (clarifying requirements, for example).There are 2 problems. The first is that the time spent by the company will be about 1 hour on the day of the assignment.The second problem is that many people who agree to do it will be reduced to those who (at the time of the assignment) have enough free time to cram 24-40 working hours into it , and enough money to spend 24- 40 hours not to work and not to rest.Although this is probably not a problem, but simply a new challenge for PMs and XP: how to motivate such a person to work predictably for a long period of time :)Cases have been previously described when DZ goes as the stage preceding the interview.