Once again on the selection of programmers (part 1)

Write this post inspired me a critical review , which is well written as it is not necessary to conduct interviews. I, in turn, will try to tell you what the adequate selection process of candidates for a trial period looks like.

Talents are sought

Sometimes a company needs a programmer. Either there are more tasks, or a part of the team has scattered ... As a result, a decision is being made to open a vacancy for a PHP developer position. And right here there is a whole Mamaev Kurgan of pitfalls.

HR - Team Leader - 1: 1

The vacancy text should be developed jointly by the development and HR departments. If the personnel department will make up a vacancy on its own, then there will be a lot of words about corporate culture and high mission and few concrete things.
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Requirements: 0-100 years ...

If you place a job on more than one server - do not be lazy to fill in specific fields for each database. Thus, you will increase the influx of the target audience and will not give the impression that this is “one more vacancy of another recruiting office”

... Salary 10-100 tr.

If the set goes to several positions at once, then it makes sense to create vacancies for each of them. You will get more segmented streams of people who will clearly understand what knowledge and skills will be needed from them and what the salary fork is.

I know PHP, HTML, AJAX, XML, MySQL and many other scary words

Oh, how to find the first author who launched this terrible list of abbreviations in the navigation database of vacancies! They, as a rule, occupy almost half of the vacancy, while at the same time not giving an idea of ​​what the poor coder will still have to do. Describe a couple of typical daily tasks.

There is a contact!

Great, your resume began to receive a resume. Who to entrust the screening and how to conduct it, if you need to quickly select 3-4 vacancies out of 100?

Guerrillas go to the forest

If a person does not bother to fill out a resume and write a cover letter, it is quite eloquent about the person’s approach to business. And what should we do with “Vasya Ivanov, born in 1994, I want to work with you”?

Me that tile put that person

Multi-practitioners are in demand on freelancing and are not widely quoted in large projects. It's cool that a person is so versatile that he came to us, starting with “McDonalds” through floristics, but this is clearly not our candidate. (NB: This is a real case from practice, somewhere I had a resume of a florist-system administrator-programmer man).

Not a post paints a person, but a person - a post

First of all, you should be interested in the job duties of a person in past work, and not in a loud job title. “Lead”, “Leader”, “Senior” - all these criteria are highly dependent on the organization.

In conclusion, the first post I will give a few quotes from resumes that came to the vacancies:

• "Supervised the second programmer"
• "Excel 2003 Excel User" - 93% on the online testing site (the person went to the moderator)
• “I creatively rethought the assigned tasks”
• “Desired Position” column: “CIO, CTO, development leader, system administrator, webmaster”

All parts

• Once again on the selection of programmers (part 1)
• Once again on the selection of programmers (part 2)

To be continued…