|
||||||||||||||||||||
|
||||||||||||||||||||
|
||||||||||||||||||||
Smart and Gets Things Done
und über 1 Million weitere Bücher verfügbar für Amazon Kindle .
Erfahren Sie mehr
| |||||||||||||||
 Gutschein erhalten
Tauschen Sie jetzt Smart and Gets Things Done: Joel Spolsky's Concise Guide to Finding the Best Technical Talent gegen einen Amazon-Gutschein in Höhe von EUR 2,50 ein - einlösbar für Tausende von Artikeln bei Amazon.de. Entdecken Sie mehr eintauschbare Bücher im Bücher Trade-In Shop. Bitte beachten Sie die Teilnahmebedingungen.
 Jetzt für Amazon Student anmelden und um 20% erhöhten Eintauschwert sichern. |
Wird oft zusammen gekauft
Produktinformation
Möchten Sie die Produktinformationen aktualisieren oder Feedback zu den Produktabbildungen geben?
Ist der Verkauf dieses Produkts für Sie nicht akzeptabel? |
Mehr über den Autor
Entdecken Sie Bücher, lesen Sie über Autoren und mehr
› Besuchen Sie die Seite von Joel Spolsky auf Amazon
› Besuchen Sie die Seite von Joel Spolsky auf Amazon
Produktbeschreibungen
Kurzbeschreibung
A "good" programmer can outproduce five, ten, and sometimes more run-of-the-mill programmers. The secret to success for any software company then is to hire the good programmers. But how to do that? How to recognize a good programmer? How to even define "good"? These are questions the software industry has struggled with for decades. Managers and others involved in hiring programmers are constantly faced with the dilemma of trying to divine talent for programming based on their perception of a candidate’s talent for interviewing and socialization. The result? The result is all too often the hiring of a good talker rather than a good programmer. In Joel on Hiring, Joel Spolsky draws from his experience both at Microsoft and running his own, successful software company based in New York City. Joel writes humorously, but seriously about his methods for sorting resumes, for finding great candidates, and for interviewing, in person and by phone. Joel’s methods are not complex, but they do get to the heart of the matter: how to recognize a great developer when you see one.
Synopsis
A guide to attracting, recruiting, interviewing, and hiring the best technical talent. - A comprehensive system for hiring top-notch technical employees - Packed with useful information and specific advice written in a breezy, humorous style - Learn how to find great people and get them to work for you in an afternoon! The top software developers are ten times as productive as average developers. Ten times. You can t afford not to hire them. But if you haven t been reading Joel Spolsky s books or blog, you probably don t know how to find them and make them want to work for you. In this brief book, Joel reveals all his secrets from his years at Microsoft, and as the co-founder of Fog Creek Software for recruiting the best developers in the world.You ll learn: - How to create a pipeline of excellent developers using internships and why this is not optional - How to build a workplace where the best programmers want to work - The secrets to reading resumes, interviewing technical people, and deciding when to make an offer If you ve ever wondered what you should be looking for in a resume, if you ve ever struggled to decide whether to hire someone at the end of an interview, or if you re wondering why you can t find great programmers, stop everything and read this book.
Welche anderen Artikel kaufen Kunden, nachdem sie diesen Artikel angesehen haben?
In diesem Buch
(Mehr dazu)
Buchdeckel | Copyright | Inhaltsverzeichnis | Auszug | Stichwortverzeichnis
Mehr entdecken
Wortanzeiger
Ausgewählte Seiten ansehenWortanzeiger
Buchdeckel | Copyright | Inhaltsverzeichnis | Auszug | Stichwortverzeichnis
Tags, die Kunden mit diesem Produkt verbinden(Was ist das?)Klicken Sie zum Suchen verwandter Artikel, Diskussionen oder Personen auf ein Tag.
|
Kundenrezensionen
Die hilfreichsten Kundenrezensionen
1 von 1 Kunden fanden die folgende Rezension hilfreich
Format:Taschenbuch
Wer Joels andere Bücher gelesen hat bzw. seinen Blog, wird dieses Buch nicht benötigen. Es ist nur wieder eine Zusammenfassung seiner Artikel zum Thema Hiring.
Wem hingegen Joel unbekannt ist und sich zum Thema Hiring von Softwareentwicklern interessiert, sollte das Buch lesen oder besser noch Joel on Software.
Einen Punkt möchte ich besonders unterstreichen und zwar sagt Joel, dass Softwareentwickler auch von Softwareentwicklern interviewt werden sollen. Das ist wahr und sollte auch für andere Berufe gelten.
Kurz gefasst, eine komprimierte Zusammenfassung über den Einstellungsprozess von Softwareentwicklern.
Wem hingegen Joel unbekannt ist und sich zum Thema Hiring von Softwareentwicklern interessiert, sollte das Buch lesen oder besser noch Joel on Software.
Einen Punkt möchte ich besonders unterstreichen und zwar sagt Joel, dass Softwareentwickler auch von Softwareentwicklern interviewt werden sollen. Das ist wahr und sollte auch für andere Berufe gelten.
Kurz gefasst, eine komprimierte Zusammenfassung über den Einstellungsprozess von Softwareentwicklern.
Die hilfreichsten Kundenrezensionen auf Amazon.com (beta)
Amazon.com:
27 Rezensionen
44 von 50 Kunden fanden die folgende Rezension hilfreich
This should cause you to reexamine your hiring processes...
20. Juni 2007
Format:Taschenbuch
After driving cross-country in 49 hours, I returned home to find this book waiting for me... Smart and Gets Things Done: Joel Spolsky's Concise Guide to Finding the Best Technical Talent by (of course) Joel Spolsky. Since I wasn't in the mood to start a large 300+ page novel, I figured this book would bridge the gap between naps quite nicely. It's a no-nonsense look at how Spolsky thinks hiring in the software industry should be done. While I may quibble on a few things, I think he's pretty accurate.
Content: Hitting the High Notes; Finding Great Developers; A Field Guide to Developers; Sorting Resumes; The Phone Screen; The Guerrilla Guide to Interviewing; Fixing Suboptimal Teams; The Joel Test; Index
Spolsky takes the hard line that you should only be hiring *great* developers. In his terms, these are the people who are "smart & gets things done." Using the observation that a great programmer can be 10x as productive as an average programmer, he feels that the additional cost in salary and recruiting to find the gem is more than paid back in the work product produced. In fact, hiring average programmers (or clueless ones) actually lose you money in the long run due to rework and inferior quality. Spolsky uses a number of techniques outlined in the book to filter out average developers in order to concentrate on the few that show real potential. In fact, he maintains that you should be working at getting interns and contacts before you need staff, so that you can have a good idea as to what potential hires can accomplish in the real world. If an intern shows real talent and is happy with their internship, the hiring process is streamlined and little risk remains.
In some ways, I tend to disagree with a few of his attitudes. For instance, he feels all developers should have a thorough understanding of how pointers work. He'll ask those types of questions during interviews. He believes that having that sort of knowledge shows that a developer has more than just a basic understanding of how a language works. I would contend that depending on what your software base is, you may pass by excellent developers who have never had to use pointers. Also, the book is slanted heavily towards companies that create software products, not companies that have an IT department. While an IT department made up of people who pass Spolsky's tests would be great, the company would also likely be understaffed at all times. It's hard to find those types of people, and companies have far too many projects going at once to be that selective.
Even with those caveats, I think this is a very good read. Hiring good development staff is important to a company, and it's not the same as hiring a file clerk. After reading this book, you'll likely rethink your attitude and process of hiring.
Content: Hitting the High Notes; Finding Great Developers; A Field Guide to Developers; Sorting Resumes; The Phone Screen; The Guerrilla Guide to Interviewing; Fixing Suboptimal Teams; The Joel Test; Index
Spolsky takes the hard line that you should only be hiring *great* developers. In his terms, these are the people who are "smart & gets things done." Using the observation that a great programmer can be 10x as productive as an average programmer, he feels that the additional cost in salary and recruiting to find the gem is more than paid back in the work product produced. In fact, hiring average programmers (or clueless ones) actually lose you money in the long run due to rework and inferior quality. Spolsky uses a number of techniques outlined in the book to filter out average developers in order to concentrate on the few that show real potential. In fact, he maintains that you should be working at getting interns and contacts before you need staff, so that you can have a good idea as to what potential hires can accomplish in the real world. If an intern shows real talent and is happy with their internship, the hiring process is streamlined and little risk remains.
In some ways, I tend to disagree with a few of his attitudes. For instance, he feels all developers should have a thorough understanding of how pointers work. He'll ask those types of questions during interviews. He believes that having that sort of knowledge shows that a developer has more than just a basic understanding of how a language works. I would contend that depending on what your software base is, you may pass by excellent developers who have never had to use pointers. Also, the book is slanted heavily towards companies that create software products, not companies that have an IT department. While an IT department made up of people who pass Spolsky's tests would be great, the company would also likely be understaffed at all times. It's hard to find those types of people, and companies have far too many projects going at once to be that selective.
Even with those caveats, I think this is a very good read. Hiring good development staff is important to a company, and it's not the same as hiring a file clerk. After reading this book, you'll likely rethink your attitude and process of hiring.
10 von 10 Kunden fanden die folgende Rezension hilfreich
If only the world was like that
29. Juni 2009
Format:Taschenbuch
I enjoyed the read, and one side of my brain (not sure which Side) cheered and said I want to work for a company that hires like that. I want to fly first class and be treated like a star. The other s side of my brain says we cannot treat everyone as a star, Maybe If you are a Boutique maybe you can do so. My own experience says that small elite groups of architects may come up with great Ideas, but you still need to lay the bricks, or frame the house. If you are building Custom Homes that might be fine, but if you are building tract homes, you need lots of brick layers and framers, and if you pay and treat them like architects, you are going to have a lot of issues on your hands. Stalin said that quantity has a Quality all of its own! I gave it a 5 star read but 3 stars for practicality.
11 von 12 Kunden fanden die folgende Rezension hilfreich
A somewhat different view of hiring developers
22. Juli 2007
Format:Taschenbuch
This book represents Joel Spolsky's approach to hiring programmers. Smart and Gets Things Done is based on Spolsky's weblog, like his previous book, Joel on Software.
The main thrust of the book is to state that you should only hire the best. While many people would think this is reasonable and obvious, Joel takes the advice much farther than most. He describes in detail his methods for recognizing top talent, convincing them to join your company, and keeping them once you've got them. Joel is not talking about some useless slogan ("We hire only the best"), he is really talking about identifying the best and doing whatever is necessary to hire them.
His advice will probably annoy many managers and some people in human resources. Most programmers will probably love his advice. Whether the approach will work for a company different than Joel's is another question altogether.
One surprise to me was the fact that this book contained new material that was not on Joel's weblog. The book is extremely readable. Whether you agree with Joel or not on the specifics of his approach, the book is definitely worth reading if you are involved in any way with hiring software developers. It will give you insight into the people that you are innovating and show glimpses of what you may be competing with.
The main thrust of the book is to state that you should only hire the best. While many people would think this is reasonable and obvious, Joel takes the advice much farther than most. He describes in detail his methods for recognizing top talent, convincing them to join your company, and keeping them once you've got them. Joel is not talking about some useless slogan ("We hire only the best"), he is really talking about identifying the best and doing whatever is necessary to hire them.
His advice will probably annoy many managers and some people in human resources. Most programmers will probably love his advice. Whether the approach will work for a company different than Joel's is another question altogether.
One surprise to me was the fact that this book contained new material that was not on Joel's weblog. The book is extremely readable. Whether you agree with Joel or not on the specifics of his approach, the book is definitely worth reading if you are involved in any way with hiring software developers. It will give you insight into the people that you are innovating and show glimpses of what you may be competing with.
Waren diese Rezensionen hilfreich?
Wir wollen von Ihnen hören.
Kunden diskutieren
|
Das Forum zu diesem Produkt
Fragen stellen, Meinungen austauschen, Einblicke gewinnen Aktive Diskussionen in ähnlichen Foren
Kundendiskussionen durchsuchen
|
Ähnliche Foren
|
||||||||||||||||||||||||||||||||||
Lieblingslisten
Ähnliche Artikel finden
Anhand des Sachgebietes nach ähnlichen Produkten suchen:
Ihr Kommentar
Möchten Sie die Produktinformationen aktualisieren oder Feedback zu den Produktabbildungen geben?
|
