Blog — Will the role and influence of the employee be different. Blog — Thoughts on the Future of Work. The Codypo Test, aka 8 Questions To Identify A Lame Programming. We all know and love the Joel Test, Joel Spolsky's quick quiz to determine the quality of a software team. If you're searching for a job, it's a great idea to run potential employers through the Joel Test. There's a problem with it, though. Well, there are multiple problems. First, who the hell cares about hallway usability testing? We need something like the Joel Test to measure the potential crappiness of a job, or else each of us might stumble into becoming Milton Waddams.
Ladies and gentlemen, I present to you the Codypo Test, aka 8 Questions To Identify A Lame Programming Job. 1. If they're looking for 10 years of hardcore, multithreaded C++ experience and they're offering 48k, these people have lost their minds. 2. No one likes being on call, because as soon as you're on call, someone is going to page you at 3 AM on a Sunday because the Reset button on the support portal is a different shade of blue than they're expecting. 3.
You are a programmer. 4. It's no longer 1998. 5. 6. 7. Stack Overflow Careers. Revolution Systems Blog: A Guide to Hiring Programmers: The High. By Frank Wiles on Aug 5, 2007 I was invited to a wonderful dinner party (I swear it wasn't too spicy Sarah!) With some St. Louis Perl peoples this week while I'm here on business.
At one point we were talking about hiring programmers, specifically Perl programmers. We agreed on the following: Finding good programmers is hard in any language. Many people in the Perl community have been writing on this topic lately and wanted to share my opinions on the subject, as it is one I have put many hours of thought into. Why is it so hard to find good programmers? The simplest reason is when a company finds a good developer they do more to make sure that person is happy which leads to longer tenures. Another obvious reason is that experts in any field are small in number, so your possible talent pool is limited. We're not talking about customer service representatives or sales people here.
Companies need to stop thinking about their developers as cogs in the machine. Let's look at an example. Cons: California Labor Defense Lawyer & Attorney : Van Vleck Turne. Life at Google - The Microsoftie Perspective « Just Say “No” To. The following has been making the rounds on just about every internal email list I belong to in Microsoft. Here it is to share a little insight with the rest of the world. Microsoft is an amazingly transparent company. Google is not. Any peek is a good peek. Many of you were asking for the feedback I received from my interview with the former Google employee I hired into ABC Development as a Sr.SDE. Enjoy 1. The culture at Google is very much like the old culture at Microsoft – back when the company felt like most employees were in their mid 20’s. This culture changes a bit with more experienced folks. 2. 20% of your time on personal project.
. “20% is your benefit and your responsibility.” In other words, it’s your job to carve out 20% of your work week for a project. Most people don’t actually have a 20% project. 3. Google believes that developers are, with few exceptions, interchangeable parts. Google doesn’t seem to think that private offices are valuable for technical staff. 4. 5. 6. Start-Ups Make Inroads With Google's Work Force. Top NY law firms boosting first-year pay | Crain's New York. Careers | Mozilla. Google Answer to Filling Jobs Is an Algorithm. The Goog Life: how Google keeps employees by treating them like. I was talking with a friend the other day about that perennial subject of conversation in the Valley, Google. And finally she gave me the clue that made the whole place make sense. “It’s about infantilizing people,” she explained. “Give them free food, do their laundry, let them sit on bouncy brightly-colored balls. Do everything so that they never have to grow up and learn how to live life on their own.”
And when you look at it that way, everything Google does makes a sick sort of sense. Not a whole lot has changed since the last time I visited Google. The campus is bigger — the buildings across the street, instead of being reserved for lawyers and other lowlifes, are now being used by the engineering staff as well, to keep up with Google’s nonstop growth. But the two blatant changes to the campus are a large, terribly fake-looking replica of SpaceShipOne hanging in the middle of the main building and a replica dinosaur skeleton standing outside.
Yawn Oh, I thought it was Perl code. Guru.com - The worlds largest online marke. 25 words that hurt your resume - Words don't tell potential employers as much as deeds By Laura Morsch CareerBuilder.com Friday, January 20, 2006; Posted: 8:45 a.m. EST (13:45 GMT) Editor's Note: CNN.com has a business partnership with CareerBuilder.com, which serves as the exclusive provider of job listings and services to CNN.com. Follow the news that matters to you. So, you're experienced? Often, when job seekers try to sell themselves to potential employers, they load their resumes with vague claims that are transparent to hiring managers, according to Scott Bennett, author of "The Elements of Resume Style" (AMACOM). By contrast, the most successful job seekers avoid these vague phrases on their resumes in favor of accomplishments. Instead of making empty claims to demonstrate your work ethic, use brief, specific examples to demonstrate your skills.
In other words, show, don't tell. Bennett offers these examples: Instead of... Try... Instead of... Try... Instead of... Try... Instead of... Try... The worst offenders. Aptitude Test, Employment Screening, Asse. Building a Googley Workforce - washingtonp. MOUNTAIN VIEW, Calif. -- To understand the corporate culture at Google Inc., take a look at the toilets. Every bathroom stall on the company campus holds a Japanese high-tech commode with a heated seat. If a flush is not enough, a wireless button on the door activates a bidet and drying.
Yet even while they are being pampered with high-tech toiletry, Google employees are encouraged to make good use of their downtime: A flier tacked inside each stall bears the title, "Testing on the Toilet, Testing code that uses databases. " It features a geek quiz that changes every few weeks and asks technical questions about testing programming code for bugs. The toilets reflect Google's general philosophy of work: Generous, quirky perks keep employees happy and thinking in unconventional ways, helping Google innovate as it rapidly expands into new lines of business. While Google places a premium on success, it appears to shrug off failure. "A lot of them aren't going to work," Remek said. Building a Googley Workforce - washingtonp. Future of Work Home Page. The Future of Work How the New Order of Business Will Shape Your Organization, Your Management Style, and Your Life Thomas W. Malone (Harvard Business School Press, 2004) Imagine organizations where bosses give employees huge freedom to decide what to do and when to do it.
Imagine electing your own bosses and voting directly on important company decisions. Imagine organizations where most workers aren’t employees at all, but electronically connected freelancers living wherever they want to. In The Future of Work, renowned organizational theorist Thomas W. Based on twenty years of groundbreaking research, this landmark book provides compelling models for actually designing the “company of the future.” Visionary and convincing, The Future of Work shows how technology now offers us the choice of creating a world that is not just richer, but better. --from book jacket. What Questions Would You Ask? Ownership Rights and Exploitation of Employee Inventions - ME To.