Man-function or stop hiring technology
I did not think that I was going to write about this article, and even more so on Khabr, but, as they say, "something must be done about this". It hurts.
For 10 years of his career, I first visited the System Administrator, then the System Engineer and DevOps, having been a simple performer, tech and tim-lid, I visited dozens of interviews in companies of different sizes in different countries, and guys, hiring is darkness.
I think that the style and way of hiring, which lives and thrives now, harms both employees and companies.
I'll try to explain why.
think in a broad sense.
Look at the big successful companies, on their requirements for candidates. They minimize the specifics of technology, just to indicate a certain base on which to rely.
Here, that he writes in his vacancies Yandex in position System Administrator in the requirements:
experience of administering Unix /Linux - more than three years;
experience in administering open source applications (web servers, databases, mail servers, etc.);
knowledge of network technologies TCP /IP;
experience programming in scripting languages (shell, python, perl);
the ability to learn from colleagues' experiences and share their own;
the last year you worked in a similar position.
And here's what in the wishes:
experience in designing systems that operate continuously and without interruption (24x7x365);
analytical skills to prevent and quickly troubleshoot.
And here is Requirements to the SRE position in Google :
BS degree in Computer Science or related technical field involving coding (e.g., physics or mathematics), or equivalent practical experience.
Experience with algorithms, data structures, complexity analysis and software design.
Experience in one or more of the following: C, C ++, Java, Python, Go, Perl or Ruby.
And here's the wish:
Interest in designing, analyzing and troubleshooting large-scale distributed systems.
Systematic problem-solving approach, coupled with strong communication skills and a sense of ownership and drive.
Ability to debug and optimize code and automate routine tasks.
Much better pay more attention to in the description of the vacancy, what the company does and what the candidate will have to deal with. , than to list all 10 frameworks that are used in your projects.
Change the approach to interviews.
Ask at the interviews the basics, ask to talk out loud, ask broad questions (and be ready to hear more than once the answer, which for you will be a surprise), build a dialogue, communicate, share information. Look for common ground, try to understand how a person thinks and why he thinks so.
Most people to whom I asked this question (as well as myself) agree that in fact 15-20 minutes of communication enough to make sure that the person is suitable and determine its level and within 10 minutes of It is necessary to understand that a person does not fit perfectly.
At the same time, tests and deep technical surveys are almost do not affect the result .
Yes, for this time it is necessary to strain the brain and communication skills of those who conduct interviews.
The top management should learn to trust those who conduct these interviews and who, in the future, to work with hired people.
It will be necessary to abandon the tags, insane (and thoughtless) filtering and excessive, but such a calm, standardization.
You will have to bear the extended responsibility for the result of hiring, because "Here are his test results, he answered 98% of the questions, I do not know why he failed the project" will no longer work.
The incoming flow of candidates will increase, including inappropriate ones.
But, think for yourself - it will pay off in the end?
It may be interesting
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