Nobody knows everything.
Since it is a junior position, I always start by asking something like what is your greatest strength in IT, what did you focus on in your graduate study, etc. Then I will ask questions on the field that the candidates think they are best at. We think if a candidate understands his/her projects/thesis well, it means that the candidate is dedicated and has the ability to learn, even if her/his field is quite different from the position.
My point is that one should really know his/her field well, instead of being familiar with many technology but not good at any of them.
This applies for programming languages. For example, we don't use C++. If one candidate is very good at C++, we will hire her/him no matter if she/he has used the languages we are using at all. Our best developer had never touched the languages we use before. We only talked about OOP in general and the languages he was good at during his interview.
Since it is a junior position, I always start by asking something like what is your greatest strength in IT, what did you focus on in your graduate study, etc. Then I will ask questions on the field that the candidates think they are best at. We think if a candidate understands his/her projects/thesis well, it means that the candidate is dedicated and has the ability to learn, even if her/his field is quite different from the position.
My point is that one should really know his/her field well, instead of being familiar with many technology but not good at any of them.
This applies for programming languages. For example, we don't use C++. If one candidate is very good at C++, we will hire her/him no matter if she/he has used the languages we are using at all. Our best developer had never touched the languages we use before. We only talked about OOP in general and the languages he was good at during his interview.
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