It's not HR, Leader. What kind of programmers do you need? Superman? Possible !)

NoHR,LeaderWhat do you need?ProgramEmployee

------ Transformers? Superman? Is it possible?

Preface:

I have been interviewed by others and interviewed by others. I tried to figure out the recruitment requirements of others, and I was writing a blank recruitment requirement. After reading it, I went, are I looking for Superman? I suddenly asked myself, what do I want to recruit? Is it an employee who can actually work, or Superman and transformers in the movie? Sitting with friends at ordinary times, looking at the recruitment requirements written by others will make a joke, which is recruiting people, this is looking for Superman, to meet this, and to meet it again, is there such a person? Yes, maybe you can. Maybe you do. How much is the salary, how much is it, and how much is it. Although it is just a joke after dinner, it is indeed something worth thinking about, so with the followingArticle.

Body:

Before starting, let's take a look at the recruitment information I picked from the large recruitment website in China. The positions are all C # programmers.

Case 1:

Work Experience: 1-3 years

1. More than two years of software development experience;
2. proficient in C #, with independent development capability and certain system architecture capability
3. Familiar with SQL Server and Oracle databases; strong SQL programming skills;
4. Be familiar with the. NET Framework, have strong logic thinking ability, and be familiar with the three-tier architecture;
5. StandardizedCodeWriting habits and good technical document habits;
6. have object-oriented analysis, design and development experience, be familiar with software development processes, design patterns, architecture, and familiarity. NET platform, proficient in C # programming (not considered in other languages), at least two years of C # development experience;
7. Experience in winform or control architecture design and development is preferred.
8. Experience in WebService and interface development is preferred.

/* Analysis

First, let's make a comparison to see if you can meet the above requirements. After reading it, I am ashamed ~.

Proficient in C #, with independent development capability and certain system architecture capability. Let's take a look at this article. The word "proficient" seems simple, but there are several people who think that they have been working for many years and can only use C # as a skilled user, it takes 1-3 years for a person to be proficient, proficient, and have certain system architecture capabilities. What? I'm not mistaken, right? system architecture capability? What is system architecture? What platform and system are you going to build? The architecture has been moved out. How huge is it? You are looking for an architect. I see, for a person in 1-3 years, you have asked me to do the same thing (point by point ), I can only click it. I seem to have missed an independent development capability. What is it? How big is it, it won't take one person to complete the process from architecture to design, documentation, development, debugging, and release. If this is the case, you will give the job as a junior programmer. You don't need me to scold you, people reading this article at the back of the screen should also scold you for it. However, I am also glad to be familiar with SQL Server and Oracle databases. This is very real, but I have not waited for me to slow down and have strong SQL programming capabilities. What is this, can I understand whether I understand the mistake or pick your language problem? I can write SQL statements. I know the stored procedure and the timing task, but I still need SQL programming skills, what Do You Want To compile? I can't analyze it any more. I want to give it to my mother-in-law. Although I don't like anyone too much, I am forced to write this recruitment requirement ~~~

*/

 

Case 2:

Work Experience: 1-3 years

Responsibilities:
1. Complete the implementation of software system code, and write code comments and development documents;
2. Assist in System Function Definition and program design;
3. Write, debug, test and maintain the code according to the design documents or requirements;
4. analyze and solve problems in the software development process;
5. Assists test engineers in preparing test plans and identifying problems;
6. Cooperate with the project manager to complete related task objectives.

Qualifications:

1. Bachelor degree or above, majoring in computer software and automation, or electrical engineering;
2. At least two years of software development experience, industrial control software development experience preferred;
3. proficient in. Net (C #) development programs, and familiar with programming technologies such as GDI + programming, SOA, and relational database interfaces;
4. Have certain requirement analysis and programming skills;
5. Be responsible, have good communication skills and team spirit, and have a strong interest in software development.

/* Analysis

After Reading Case 1, let's look at Case 2. I feel a lot better. I think there is no problem with this recruitment requirement. It is reasonable. What to do and what they want are clearly listed, what's the concept of being proficient?

*/

Case 3:

Working experience: more than 2 years

1) Bachelor degree or above in computer science, more than 2 years in related industry.
2) proficient in C #, with more than 2 years of C # development experience.
3) have a good coding style and have a deep understanding of the object-oriented concept.
4) Experience in network application development for Windows or UNIX (Linux) platforms is preferred.
5) Japanese is equivalent to level 3, and excellent users are preferred.

/* Analysis

A lot of practical recruitment needs are simple and clear. If you can do this, you will know it at first glance. It is acceptable to make small mistakes.

*/

Case 4:

Working experience: more than 2 years

1. More than two years of software development experience.
2. Familiar with C # development.
3. Japanese is preferred.

/* Analysis

This is also concise... In addition to being real, I still like the conciseness of case 3 WITH NO content left.

*/

Well, after reading the above four cases, you may have some thoughts in your mind. What I want to talk about here is only my personal point of view. It may be a little radical, maybe a little illogical, maybe a little unreliable, maybe ..., It is often said in the introduction of software that since it is not the truth, we will come to a best practice. There are so many possibilities, but what I am talking about can also be my best practices.

For different types of companies, the recruitment requirements are different. I would like to list several typical types of companies for some instructions. I suggest that you should clarify these points in the recruitment requirements: clarify the positions, clarify responsibilities and competency, and may need to list salaries. Remove other items.

Company:Large companies with over 500 employees and 40-developers (including test engineers and other related personnel.

Company B:In small and medium-sized enterprises, the company has 50-100 employees, and developers (including test engineers and other related personnel) account for 15-30.

Company C:To grow an entrepreneurial company, the company has 10-15 employees.

Company

Basically, the configuration of team members of this scale is very detailed, including product manager, Project Manager, artist, test, architect, Senior Development Engineer, junior development engineer, intern, etc. In this way, we are very clear about the position, because the company's development has taken shape, the position is basically fixed, as a small person in charge, our focus is to consider from the company's development, what is our goal of recruiting people? The reserve of personnel is used to fill in the flow of personnel; when there is a flow of personnel, it is necessary to fill in specific positions and take charge of specific responsibilities; or the scale of the team should be expanded. In view of the differences above, our needs and the capabilities of personnel are different.

If you want to reserve personnel, we do not need to describe the responsibilities we have done. For capabilities, you can list them based on the technology used by the company and the positions they have, for example, to understand asynchronous communication, or to be familiar with caching, because it is used as a reserve, we don't need to be specific about what to do, as long as the direction is consistent with the existing technology, and so on, training and arrangement can be conducted as needed.

People flow, but now we need to recruit another person to fill his position. In this case, we need to clarify our responsibilities and competency, otherwise, if the recruited person cannot take over and fill his position immediately and needs to be trained, then the personnel can be arranged in the reserve. For example, what we need to fill the position now is to develop JSON communication rules with front-end development, process JS asynchronous requests, and provide corresponding services and functions. Therefore, we need to write this into our job as our job responsibilities. Specifically, we need to write in the requirement capability section, for example, be familiar with C #, JSON, and JS asynchronous requests, and understand the jquery plug-in, use C # To write services. There is no need to have too many such requirements for the person to recruit. Just need these requirements, he can fill in and take over the work immediately.

There is nothing special to pay attention to when the group expands. write out the technologies required by the Company or relevant industries. You can understand the current industry and learn what you want to enter.

Company B

For small and medium enterprises, we can refer to Company A's practice. Recruitment is the same. The only difference and note is that company B is not as large as Company, personnel configuration and specific positions may not be as complete as a, and there may be a situation where one person has multiple roles. This is the problem we want to solve.

We can refer to the positions of Company A to compare the existing positions in our company and find out which positions do not exist. As we cannot arrange these vacant positions at present, however, someone else needs to do this, so that a job with multiple roles will come out. For such a person, we have higher requirements for his individual abilities, it is important to list the responsibilities and skills required and the salary that can be provided. For those who want to have multiple roles, we need to clarify their responsibilities and capabilities, write out the salary range that can be provided (this salary is a little higher than the current industry level of the target position). Otherwise, if you recruit someone, there may be risks that you cannot use it for a long time and will quickly flow out.

Company C

For such a company type, positions and responsibilities are not very important in the early stage. Generally, in the early stage of the business, several senior leaders lead new recruits to complete the process and expand the scale slowly, senior leaders are generally arranged. After a period of development, new recruits have grown and become old birds. Some of them have also become group leaders and started to lead small teams, they are also facing new recruits. In fact, we pay more attention to the ability to endure hardship for such newcomers. Because entrepreneurial companies are very hard at the beginning, we can actually relax the requirements for capabilities, as long as the logic thinking ability is not poor, we can do it first. We can recruit them to cultivate them slowly, but we should observe whether new people have a sense of responsibility to move forward and return. This is important for start-up companies.

Summary:

I wrote it here in word. I have read more than 3000 words in Word statistics, but I didn't want to write it so long. I think it's a lot of patience to read this article. In fact, I just sorted out what I have seen and my own experiences after years of work. I wrote a lot about it, But I deleted and deleted it all, deleted. I hope this article will be helpful to the leader and those who want to know about it.

Note:

The requirement is not high. If you want to repost it, you can just explain the source and author and write the original sharing articles.