How do enterprises recruit high-quality programmers? Seek an answer

Are you surprised by this? But some people who call themselves programmers can hardly program. Today, some recruiters still tell me that they will always meet some candidates who can't even pass the most basic programming test.

Now there are some services that can help you solve the problems of online test candidates, such as interviewing Zen and COD.

Look at the profile of online developers. Any developer worthy of the name should have a resume about work experience. It doesn't have to be perfect. I only pay attention to the traces left by candidates in helping others online. Show me your information about stack overflow and let me know what technical information you are concerned about and what technical problems you have solved. Give me a link to the open source code base you have participated in; Give me your professional blog address? Tumblr？ Twitter? Or other names I've never heard of? Yes, I can have a good look. Show me the applications you designed, the websites you made, and the role you played in them.

Hire people who are suitable for the company culture. Just like GitHub, I found that if I am well integrated into the corporate culture, it is easier to succeed than working hard all day.

We will talk about philosophy with candidates during the interview, and we attach great importance to this process. We hope that employees who come to GitHub will understand the enterprise they will enter and ensure that they can adapt to the company environment well. This process includes eating together and talking about corporate culture, ideas, mistakes we have made, future planning and other topics.

Earlier, our recruitment only focused on the candidate's skills, and paid little attention to whether he adapted to the corporate culture and understood philosophy. Naturally, these recruitment have not received good results. So now we not only pay attention to the skills of candidates, but also whether they can integrate into us is an important part of our investigation.

As far as I know, not all business areas have corresponding technical circles, but if they do, recruiters must try their best to recruit people from the technical circles. Because the technicians in this circle will naturally be interested in what your company is doing, and they will easily integrate into the enterprises that are consistent with their own wishes. These candidates are highly likely to adapt to the corporate culture. This is what recruiters are happy to see.

The content of telephone communication with the applicant needs to have a clear structure. You have finished all the things mentioned above, and now it's time to call the applicant. Remember that this phone call is not for chatting, but for screening candidates. So the content of the call is about technical topics, and the structure should be clear. If the content is inappropriate, both you and the applicant will be taken away from the purpose of this call. The content should cover the technical basis, which can be summarized as follows:

Quick programming. Such as: programming to find the largest Int data from Int array; Some basic designs. Scripting languages and regular expressions. For example, extract a list of text files containing phone numbers from this directory and output them in a specific format. Data structures, such as when to replace arrays with hash tables? Bits and bytes, such as: Why do programmers ask jokes like "oct (3 1) == dec (25)"? The purpose of this initiative is to save more time for applicants and recruiters after the next process. Be sure to stick to your own position. If you find that the applicant does not meet many points, give up the interview process as soon as possible.

Invite the applicant to participate in the actual project. The applicant has successfully passed the above four levels. Is it time for a face-to-face interview? Now is not the time.

I have met some candidates who have successfully passed the above tests, but in the end they can't finish the actual tasks well in the actual work.

If you want to judge for sure whether he is an excellent candidate, give him a practical project to do. I'm not talking about the general abstract programming task, but the actual development module of a product that your company is currently carrying out-a task that you plan to give to the actual employees of the company.

Choose a test project, which can be completed in a few days ideally, or it may be completed in a week or two at most. Candidates can work in the company or telecommute. I know that not every enterprise can divide its own projects into small projects and give them to the candidates to complete outside the company-but you can try your best to let the candidates complete them inside the company. Personally, I think that if you can't assign such a micro-project to excellent candidates, it probably means that the tasks you assigned to the current employees are unreasonable.

If the candidate successfully completes the specified test project. Congratulations, you have found a high-quality candidate, who has been proved to be able to do all kinds of work well. So far, the candidates I have met who have passed this test can complete their tasks well in practical work. Precisely speaking, 100% is not guaranteed, but I think this test is very important, because you can watch the candidate's performance in the actual project at close range before he is hired. If the test project is unsuccessful, the price paid for the project is regarded as "exit fee", which is much cheaper than asking four or five people from the company to conduct an expensive interview process. In the worst case, use this project as the next excellent candidate.

It's time to meet the applicant. Finally, you should choose a time to meet the interviewer. This is inevitable, but after a series of tests, you should be 95% sure that this candidate is a good candidate before you can meet him.

I'm not an interview expert, but I don't like asking difficult questions. Moderate is good.

Nothing can be absolutely guaranteed. Please look at the recruitment process listed above correctly. Sometimes they succeed and sometimes they fail. According to your own special situation, adjust these suggestions to suit your own ideas and ignore some steps (although I strongly advise you not to omit them, even if you skip the first step). Even in the most ideal environment, it is difficult to recruit talents. The acquisition of a job opportunity will be influenced by many factors, which are often beyond people's control. As people say, people are complicated.

If you treat work as a relationship and spend more than 40 hours a week together, then both the company and the recruiter should have a belief and try to find the right person. Our purpose is not only to find a job or hire a person, but to enjoy life and establish friendly relations.