"Malyavki, but good": how we took students to practice
Why they decided to organize the practice, how the children chose, what tasks they were assigned and what they wanted to nail in the process.
Once upon a time we had a bad experience working with students. Either they were not interested, or whether we had no time to deal with them - in general, something went wrong, and we decided not to practice. But as time went on, the company grew, it became increasingly difficult to find employees in Irkutsk, and we again began to look towards universities. At first, they just went for career days. We sat in the corridor at the table, answered questions from students, distributed business cards and candies. Someone from the interested, already having protected the diploma, came on interview, someone we took for work.
In recent years, the state has obliged universities to communicate more with employers, and for us began to organize meetings with students. On the lectures for several threads, the heads of development, technical support, marketing told about their work. The students listened, asked questions, and asked for practice. First we fought back, but in the end gave up and in 2017 took two sophomores. Zoya Laletina was engaged in them, then the release engineer, and now the project manager. According to her, everything went surprisingly well.
For us sophomores are, of course, absolutely children. We did not expect anything from them, because they themselves knew nothing in the first-second year. The boys also honestly confessed that they do not know how to do anything, but within two or three days they started to get. Shurik and I (as the staff call the development manager Alexander Bryukhanov - ed.) Assumed that they would not do anything in two weeks, but they mastered everything, wrote and even managed to do something else.
Zoya Laletina, project manager
In 201? lectures evolved. Instead of stories about the company and "apples on Thursdays," we talked about the technologies we work with: C ++, Java, Angular, etc. Typically, 30-80 people attended such lectures, ten of them stayed, asked questions - once more , once less. After the meeting, students surrounded us, asked about the subject of the lecture, about the work, and, very often, about the practice.
A good student wants to find a place where one can do something close to the specialty, and not shift documents from the folder to the folder (this is still often instructed by the trainees). We understood that we can show a lot to the guys, and even against the background of stories about ourselves, it was strange to refuse. We decided that the experience of 2017 should be continued, and this summer already took eight children: three from the second year and five from the third. This is what happened
How students were selected
We did not conduct any introductory tests. Last year, the interns recommended the head of the department of IRNITU, we talked with them and invited to the office. This year was about the same.
Three guys from the second year ("malyavki, but good") was offered by a teacher from the State University - it was the first party. In the second call, again on the recommendation of the university, took two practitioners last year. Two more asked themselves, and when we had already closed the set, a teacher from another university tearfully asked to accept one "very good boy". Looking ahead, no one regretted this decision - at the end of the practice we took him to work.
All interns were interviewed, answered questions from HR and the lead developer.
At the interview, I dreamed of seeing a fire in my eyes. To feel that a person is interested in what he will do - it is pleasant to work with such people. This fire was not at all, but we did not deny anyone. Already at work, I had questions only for one student. He came completely from scratch and was not completely determined: he needed what he was doing, or not. Therefore, it was difficult with him.
Alexander Bryukhanov, development manager
Who and how he worked with interns
We distributed the trainees to the office. Three very green sophomores went to Dmitry Kuzmin, at that time the backend of the DCImanager backend. After three third-year students looked after Alexander Briukhanov. Two more third-year students, who were already with us last year, went to Zoya Laletina in the new VMmanager. They were familiar with our processes, so they were included in the team. The rest of the guys worked independently of the teams, but in the offices with the developers.
At first I wanted the trainees to live on Scrum, so that we, as well as on the stand-ups, talked about the work done for the day. But it turned out well only with "repeaters": their tasks were divided into subtasks, a full-fledged two-week sprint came out. Other trainees then went unheeded, then their leader did not have time to listen to them. For sophomores, the very procedure of the stand was painful: at first they did not understand why all this was necessary (Dmitry Kuzmin had to conduct a couple introductory lectures), and then just suffered.
We are already used to it: we got up, told who did what. With the students it was more difficult. "Well, guys, standup." I get up, they sit. I say, "Stand up, get up!". They quietly rise quietly. It was evident that they were greatly embarrassed by the entire stand-up procedure.
Dmitry Kuzmin, developer of
In general, the mentors spent about an hour a day working with trainees. Most of the time the students themselves dealt with the task and did not consult for advice. I had to constantly offer help and even insist on it.
This, in my opinion, is the shortage of all students. They are afraid to ask, and it is unclear why. I tell them openly: you do not work for us, I can not fire you, but you can sign papers - even today, if this will make your life easier. But persuasion did not work. Maybe they all after the university wanted to get a job with us and were afraid to spoil their opinion in advance. This is the only thing I can assume.
Alexander Bryukhanov, development manager
At the end of two weeks, the guys had a show. They presented their projects to each other and the company's management.
Including a trainee in a working team is senseless and ruthless. Even if the student is interested and knows something (this is already a good result!), You do not immediately immerse him in the development, you have to learn for a while. Two weeks - a very short time, so the idea of giving new students the task of staff developers in advance refused. But we wanted to show the work in a real IT company. We needed such tasks, through which the guys could "feel" the development process and, at least from the outside, look at the interaction of the teams.
From time to time, the company has ideas that are potentially useful, but there is no one to implement, or they are not so important to do right now. Often these are auxiliary services that can be done separately. Throughout the year, we chose from such tasks those that can wait until the summer and will be on the strength of trainees.
Translation of . We have long wanted to try the POEditor service, so we asked the guys to integrate with it. This task was first dealt with by "green sophomores", and then by third-year students. Sophomores did some kind of prototype, the third-year students got something more accomplished. As a result, one of the third-year students we left to work, and he, already perfectly understanding the task, quickly copied everything "in an amicable way."
Metrics for employees . Another girl alone worked on metrics for employees - KPI, in fact. Combined data from the door, Youtrack, Gitlab: when a person arrives, how much time is put into YouTrack, what commits to the code does. In the process of solving it was possible to look at several options and adjust the TOR.
Scripts for VMmanager testers. Developers and testers of the new VMmanager needed a script to perform routine operations: to walk on SSH to the server, to fall from these servers to virtual machines, check the versions of libvirt, Qemu, OS, etc. The task was engaged by the guy who was in practice in our past and also worked on the backend. Then he already tried to make queries using network libraries, so this time he coped quickly. The quality of the code was not "super-duper", but after the review the script was taken to work.
Utility for the frontmenu VMmanager . Back in VMmanager, the task of collecting the metrics of front-end work was pending. It was necessary to collect the response time, the time of loading useful content on the page and a whole bunch of everything that is important for the analysis of the service. The task was complex and less understandable than that of the backend; it was necessary to shovel a bunch of "literature" and get acquainted with Angular, who is not taught in high school. Solve this problem, the second "repetition". And coped! His code otrevyuili and after a few sprints, the solution will be added to the product, that is, they will also be used. The guy himself liked VMmanager frontenders so much that they invited him to work after the institute.
Reviews of students
When the practice was over, we asked the students to give detailed reviews about it. The guys approached the task responsibly and skated almost along the page of the text. For the sake of interest, here are a few scraps from the reviews of the guys. Author's style saved.
Svetlana B . I did not change my mind about working in IT; on the contrary, I liked it very much and the body needs an "additive". I would very much like to work here, already somehow got used to this atmosphere and work in the team, I do not want to leave.
Alexey E . This is the best atmosphere in which I was. And it was created by a cluster of incredibly cool people in one place (). Here everything is with each other for "you", there is no obligatory uniform, comfortable offices, a free lunch schedule, well and about the day of pizza I generally keep quiet. The result is a very cool atmosphere, in which you feel incredibly comfortable. In this atmosphere, you want to work, and not count the hours before leaving home.
Dmitry In . () All week we tried to make the integration, but nothing came out until on Friday morning, a few hours before the show, Shurik came to us and did not whisper (). In general, I did not regret choosing a place to practice. I looked at how the company works from the inside, how interaction is built in the department and between departments. I learned a lot and got to know wonderful people.
Our findings are
We made several conclusions for ourselves. Perhaps they will be useful to other companies that are only planning to work with students.
Choose interested students . If a person is interested, he probably already read something on the topic and even tried to do it. It is easier for him to absorb new knowledge and solve problems. Yes, and developers with such a pleasant conversation. "It is interesting to explain and teach when a person understands at least a little about what he is talking about, when he is asking clarifying questions and he is looking for answers. If he came as a public lecture and listens with square eyes - it's boring, "- says Alexander Bryukhanov. Therefore, next year we will either introduce testing, or we will hold preliminary meetings with students and select children with "burning eyes" on them.
Spend more time. Mentors spent on children about an hour a day. Two or three students could be assigned to the mentor, so one trainee received very little of his attention. We need to help more, explain more. Perhaps in the future we will assign to each student a separate Middle-developer. It's a good practice for the midlets themselves. The ability to transfer knowledge to others is one of our requirements for career growth within the company.
Set tasks, given the knowledge of . When setting tasks, we simply forgot to tell some things, because "well, they know about it". Just looking at the attempts of the guys understood that they can make life much easier, if you show a program that knows half of what they are trying to do. Next year, we will try to take this into account.
It's harder to control . The guys do the work according to the student's habit: "we will search-search, and on the last day we will take it, but how will we do it" - as the night before the exam. Mentors broke the project into small tasks, but gradually they did not work very well for the trainees. We decided that we must strictly control the achievement of intermediate goals.
And the last conclusion: we are interested in . We will use much of what we have done. One trainee already works for us, another one will come in six months, a few on the spot. All the guys will return to the university and talk about "the best atmosphere", "shamanism Shurik" and that I want "additives". Perhaps due to this in the future, one of their friends will come to us for an interview, and then replenish the team.
There is an opinion that students are a cheap labor. You use for 100%, but you pay a little. Maybe for some companies this is true, but not for us. If we accept a student, then to the position of Junior Programmer. He receives a mentor who trains and introduces the case, sets the original tasks and gives feedback. Graduates and specialists with little experience come to the same conditions. We put in forces and resources to help them get used to it and grow as quickly as possible.
Of course, there is a risk that you will grow a student, and he will leave. There's nothing to be done, we always compete with other companies in the west. But not everyone will leave, someone will meet with ISPsystem in Irkutsk. He will live near Baikal, make software that is used all over the world, and receive a decent salary.
Olga Chechelnitskaya, ejchar
It may be interesting
This is a good post. This post gives truly quality information. I’m definitely going to look into it. Really very useful tips are provided here.
Thttps://clubessay.com/here is definately a great deal to know about this subject. I like all of the points you've made.
VK Mobile ChallengE is best challange I have ever seen. Thanks for sharing such awesome news.
I was just browsing through the internet looking for some information and came across your blog. I am impressed by the information that you have on this blog. It shows how well you understand this subject. Bookmarked this page, will come back for more.
Situs QQ Online
Situs QQ Online
After reading your article I was amazed. I know that you explain it very well. And I hope that other readers will also experience how I feel after reading your article.
Situs QQ Online
Situs QQ Online