Ubiquitous principle [3]: about recruitment (how to find a good programmer)

Today, let's talk about the recruitment topic. Why do we need to talk about recruitment first? This is because recruitment is the source of other management tasks (you must be able to manage them first ). In addition, recruitment has its own particularity: Recruitment
The impact of errors will multiply. This phenomenon is very similar to the software development process: if a problem occurs in the demand phase, the problem will be magnified ten times in the design phase (the designer will swear by the mother ), the coding phase will be magnified by a hundred times (programmers will be crazy), to the testing phase ......

After paying a lot of saliva, should everyone see the importance of recruitment? Now that we know the importance, let's talk about how to build a development team.

★Determine the proportion first

Previous post

We have introduced the scarcity of excellent employees (only 5%-20% ). Therefore, you should not expect everyone in the team to be excellent employees. This is unrealistic (especially in China ). If you have such an attempt, you will fall into the tar hole of perfectionist.

On the other hand, if the percentage of outstanding employees in the entire team is too low (or even tends to be 0), it is also very tricky. Such a team can be very inefficient and basically cannot do too much practical work. It is also difficult to improve such a team.

Therefore, based on my personal experience, it is appropriate to make the percentage of excellent personnel in the team slightly higher than the industry average (about 1/5 to 1/3 ). You only need to ensure that the proportion of people is excellent.

★Confirm the order

After the ratio is determined, the recruitment sequence is followed. You must first get good people and then recruit mediocre people.This order is important.

. It is because the excellent personnel who enter the team first will form a good atmosphere in the team (including the thinking mode, communication efficiency, learning atmosphere, coding style, etc ). In this way, it is helpful for the general developers who enter after the impact and integrate them into it. Over time, a virtuous circle may be formed.

Take building a house for example (I am not familiar with building a house, but I am wrong about it. Don't drop bad eggs): to build a house, you must first build a reinforced cement frame, and then build a wall along the frame. As long as the size of the cement frame is good, the wall cannot be wrong. On the contrary, if the frame is broken (or even wrong), it will be difficult to build the wall, the house becomes a dangerous building.

From this example, we can see that the excellent personnel in the team is equivalent to the pillars of the team. We must first deal with the pillars, and there will be more to do in the future.

★How to find talents (not a proper way)

Since the order is also determined, the next step is to find someone. As excellent developers are scarceCannot be pure

Relying on traditional recruitment methods (advertising to recruitment websites ). Of course, it is not ruled out that traditional methods can also find excellent talents, but the efficiency is quite low (in my personal sense, less than 1% of my resumes can be excellent ). Therefore, I generally use traditional methods to recruit mediocre programmers.

Some colleagues may say, "What is the effort? Just look for a headhunting company ." Indeed, you can find some excellent talents more effectively than recruiting websites. However, the headhunting company has one drawback: These people have hung their numbers in the headhunting archive, so in the future, headhunters may often come to him/her to encourage job-hopping (people rely on this to eat), resulting in a decline in the stability of these people. Of course, it doesn't matter if you are sure to retain excellent talents.

In addition, the two methods have a common deficiency: lack of understanding of candidates. Generally, you can only use your resume, interview, or written examination to find details. However, all the people who have prepared their resumes and interviews are all well-dressed and look perfect. As for the written examination, I think it is difficult to make a comprehensive examination. Therefore, the written test resultsMaybe

Determine someoneNo

Suitable,Yes

It cannot be used to ensure that someone is appropriate. The biggest risk of "not understanding candidates" is that it may make bad employees (what is "bad"? See the previous post

.

★How to find talents (more efficient)

I have criticized the shortcomings of the traditional model. Next I Have To Talk About several methods that I personally think are more effective.

1. Introduction by friends/acquaintances

What I am talking about here is "friend/acquaintance", which means you know better andTrust

And also in the software development field. Because developers generally have their own social circles, people in the circle know each other well. Therefore, it is easy to know the number of candidates to be hired by a friend.

For example, when I first set up a team, two key personnel were recommended by acquaintances.

2. Through online communities (such as BBS, email list, and SNS)

Some high-quality online communities (such as toplanguage forums)

Will concentrate some elites in it. You can take a look at the comments made by the community members for a period of time. If you feel that someone is more interested, you can use an email to communicate privately. If you talk about it, you can pull it directly.

I used to have a colleague who was often used in a foreign Linux development forum. Later I was caught by a foreigner (who was looking for a kernel programmer) and then went to a foreign company.

3. corner digging

To be honest, this is a little damaging, but it is still an effective method. This method is highly targeted and will not be disappointing.

The difficulty in using this method is to understand the target person, understand what he/she really values, and then cast what he/she really cares about. You need to know that different people value different things.
). For example, for some high-end talents, the salary is often notMost

Important, because such people are not very short of money.

The above three methods have their own merits. You must use them flexibly based on the actual situation to achieve better results.

Today, we talk about recruitment based on the principle, so we will not discuss details about the recruitment process (such as the interviewer's skills and how to filter resumes ). If everyone is interested, I will introduce it separately later. In addition, I wrote a post to talk about the recruitment misunderstanding. Everyone can see "here

". Next post, let's talk about employee incentives.

.

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