Junior developers seem to all want to jump on the technology du jour they've heard about from Google or Facebook. The problem is: Google and Facebook have only a limited number of junior developer jobs available. Other companies have different technology needs, more often than not needs for projects operating at much smaller scales. These needs are poorly met by technologies designed to operate at Google or Facebook's scale.
Got a guy like that where I work now. Great guy but he just won't shut up about Kubernetes. We have 36 servers in the production environment, each of which does something different using different software. Kubernetes is the wrong tool for every job we have.
Until they get past the compulsion to use the Latest Greatest technology, developers limit their usefulness.
The article's author argues that you shouldn't hire the objectively "best" person for the specific job but rather hire the person who adds the most diverse knowledge to the team. But isn't the person who adds the most to the team objectively the best person for the job?
The author goes on to describe hiring processes I've never seen in 30 years of interviewing, working and hiring. Ranking resumes with analytics? Rankable multiple choice skill tests during or as a prelude to the interview? Do these things exist? In companies that actually stay in business?
I say they do not. The author creates a straw man to argue his point about diversity in hiring. That logical fallacy contaminates his conclusion.
Exactly. The article implies Intel released a microcode update that fixes the problem for 90% of its processors, but that couldn't be further from the truth. They've already determined that the problem can't be fixed with a microcode update. Instead, operating systems have to work around the problem.
Sure. If the next highest guy in seniority has exactly the same skills you do with just a little less refinement then you can retire on two weeks notice and not feel bad about it.
Does he? Does the next highest guy in seniority has exactly the same skills you do? No? I didn't think so.
By casting as wide a net as I can and then asking interview questions which let them reveal how deep their skill goes.
My favorite question is: "You open up your preferred web browser, type "www.google.com" in to the location bar and press enter. Between the time you press enter and the time you see Google's web page displayed on your monitor, about half the field of computing happens. Starting when you press enter, tell me step by step in as much detail as you can what the browser, operating system, network, servers and so on actually do."
The most common answer is, "the browser contacts Google's web server and loads the page." This answer does not result in a job offer.
The second most common answer is, "the browser looks up the IP address for www.google.com. Then it contacts Google's web server and loads the page." Points for realizing that the DNS exists and plays a role here but this answer does not result in a job offer either.
If your steps include the routers arping for each others' MAC addresses so that they can transmit the TCP SYN packet from one to the next, or if your steps include the OS libraries compositing fonts to pixels for display in the browser window or if you can tell me any of the myriad tiny details which add up to a browser displaying a requested web page, you're the winner. That plus a job history that demonstrates creativity and competence adds up to an offer.
The nice thing about this question is that it works for system administrators, software developers and network engineers, all three. Competent members of each group can talk in detail about some part of the computer's process finding, loading and displaying that web page. A long answer could days hours but as an interviewer it's obvious in less than 5 minutes how deep an answer the candidate is capable of offering.
The other nice thing about this question is that it works over the phone, so I can employ it early in the tech phone screen.
Unless you're working for a really stupid boss, tell him about a year ahead of time. This will allow him to plan a cautious transition. He will want the time to do it gradually rather than all at once. Trust me, your boss will love the idea of giving the new guy time to master each piece of the job before taking on the next one. Orderly transitions are worth the money.
Towards the end of the transition, find some short term things you can do to stay busy. As long as you're busy your boss looks OK to his boss and won't be in any hurry to show you the door sooner than you want to see it.
At 44, I am older tech industry worker. And sure, I continuously train and my roles evolve.
Across all the interviews I've given and resumes I've evaluated, I've only once come across someone who did a complete reset after his early career. Just once. Had he called back when I tried to schedule an in-person interview, I would probably have hired him.
On the other hand, I've encountered lots of older folks in low-level tech jobs. Because that's what they were qualified for, the level at which they were capable of producing useful work product. Not because they're old. Because they're mediocre. And they have the work experience to prove it.
So I ask again, when I'm looking to fill junior staff positions, why should I spend money alerting the part of the talent pool that in almost every case is either looking for more senior work or simply mediocre?
A company that doesn't understand the job it wants to fill is discriminatory only against its ability to fill that job with a candidate that's not a bald faced liar. Age is not a factor.
So sending ads for a junior software developer only to folks in their 20s is a bad thing? Because I have to tell you: the hit rate for qualified candidates for that job who happen to be over 50 is so much smaller that I don't want to spend the money and, to be frank, far fewer of the folks over 50 want their time wasted with my junior developer ad.
Remember, these ads aren't only going to facebook. They're also on the various job boards where anyone interested can find them with a search. And anyone can apply regardless of age. The question is: which demographic will I spend my money proactively notifying when I'm looking for job candidates just out of college?
In most cases, that "technical data" is about as complicated as figuring out which type of memory your motherboard needs... and about as dangerous if you get it wrong.
Where can we get the file? NIST Special Publication 800-63-3 on authentication says we should check user's proposed passwords against a list of known compromised passwords. This sounds like a pretty good list.
I earn decent money for my services and I'm all too happy to pay you for yours. Sell me what I want to buy and I buy it.
I don't want to buy your DRM-encumbered crap and I generally don't. For my money I'll watch it my way and if that's not OK with you, I'll watch it my way anyway and you just won't get paid for it.
Disney could make a strong argument under 'equity'
If the First Sale doctrine holds then that doesn't matter. The owner of a copy has the right to dispose of his copy any way he pleases, including splitting up the work and selling the pieces individually, regardless of how that impacts the copyright owner.
If the First Sale doctrine doesn't hold then that still doesn't matter because Disney's license prohibiting the sale of the codes would govern.
If the UI caused confusion about which station had what control then it's a situation known as "design induced human error." It means the UI design sucked rocks.
You say that, but Windows 7 when configured to look like Windows XP is the standard to beat. Later Windows' don't stand up and both Gnome and KDE remain hideous.
I have the corporate version. It's the same as the free version but you have a domain and can add and remove your own accounts.
Authentication factors: What you know, what you have, what you are.
What you know: a password What you have: a cell phone What you are: a fingerprint
Two elements from "what you know" is only single factor authentication. For two factor authentication, you need elements from two categories.
So, your password and your high school mascot is only single-factor authentication because both are from the "what you know" category.
A password plus the six digits from Google Authenticator is two factors: what you know (password) and what you have (a cell phone running Google Authenticator with the appropriate encryption key).
Slashdot Mirror
Junior developers seem to all want to jump on the technology du jour they've heard about from Google or Facebook. The problem is: Google and Facebook have only a limited number of junior developer jobs available. Other companies have different technology needs, more often than not needs for projects operating at much smaller scales. These needs are poorly met by technologies designed to operate at Google or Facebook's scale.
Got a guy like that where I work now. Great guy but he just won't shut up about Kubernetes. We have 36 servers in the production environment, each of which does something different using different software. Kubernetes is the wrong tool for every job we have.
Until they get past the compulsion to use the Latest Greatest technology, developers limit their usefulness.
I've had the work ethics test once too, but it's not a skills test. It has no bearing on whether a candidate is technically best for the job.
The article's author argues that you shouldn't hire the objectively "best" person for the specific job but rather hire the person who adds the most diverse knowledge to the team. But isn't the person who adds the most to the team objectively the best person for the job?
The author goes on to describe hiring processes I've never seen in 30 years of interviewing, working and hiring. Ranking resumes with analytics? Rankable multiple choice skill tests during or as a prelude to the interview? Do these things exist? In companies that actually stay in business?
I say they do not. The author creates a straw man to argue his point about diversity in hiring. That logical fallacy contaminates his conclusion.
So, why did you fight so hard to hide it from us again?
Because the evidence to refute it is also classified and Trump won't allow that to be released. Declassifying one side of the argument is cheating.
Runways are numbered in 10s of degrees. 19R is the right hand runway where the approach is at 190 degrees.
The magnetic poles haven't shifted by 10 degrees, so the better question is why it was labelled 19R in the first place.
Exactly. The article implies Intel released a microcode update that fixes the problem for 90% of its processors, but that couldn't be further from the truth. They've already determined that the problem can't be fixed with a microcode update. Instead, operating systems have to work around the problem.
'older folks' is slang I hear from 'young kids' meant to describe 'too old'.
I don't think the "young kids" would agree with that assessment if you asked them to explain what they meant.
Sure. If the next highest guy in seniority has exactly the same skills you do with just a little less refinement then you can retire on two weeks notice and not feel bad about it.
Does he? Does the next highest guy in seniority has exactly the same skills you do? No? I didn't think so.
And you have a 99% confidence in your assessment of whether your boss is one of them, more than enough to base your decision about how early to tell.
By casting as wide a net as I can and then asking interview questions which let them reveal how deep their skill goes.
My favorite question is: "You open up your preferred web browser, type "www.google.com" in to the location bar and press enter. Between the time you press enter and the time you see Google's web page displayed on your monitor, about half the field of computing happens. Starting when you press enter, tell me step by step in as much detail as you can what the browser, operating system, network, servers and so on actually do."
The most common answer is, "the browser contacts Google's web server and loads the page." This answer does not result in a job offer.
The second most common answer is, "the browser looks up the IP address for www.google.com. Then it contacts Google's web server and loads the page." Points for realizing that the DNS exists and plays a role here but this answer does not result in a job offer either.
If your steps include the routers arping for each others' MAC addresses so that they can transmit the TCP SYN packet from one to the next, or if your steps include the OS libraries compositing fonts to pixels for display in the browser window or if you can tell me any of the myriad tiny details which add up to a browser displaying a requested web page, you're the winner. That plus a job history that demonstrates creativity and competence adds up to an offer.
The nice thing about this question is that it works for system administrators, software developers and network engineers, all three. Competent members of each group can talk in detail about some part of the computer's process finding, loading and displaying that web page. A long answer could days hours but as an interviewer it's obvious in less than 5 minutes how deep an answer the candidate is capable of offering.
The other nice thing about this question is that it works over the phone, so I can employ it early in the tech phone screen.
Unless you're working for a really stupid boss, tell him about a year ahead of time. This will allow him to plan a cautious transition. He will want the time to do it gradually rather than all at once. Trust me, your boss will love the idea of giving the new guy time to master each piece of the job before taking on the next one. Orderly transitions are worth the money.
Towards the end of the transition, find some short term things you can do to stay busy. As long as you're busy your boss looks OK to his boss and won't be in any hurry to show you the door sooner than you want to see it.
At 44, I am older tech industry worker. And sure, I continuously train and my roles evolve.
Across all the interviews I've given and resumes I've evaluated, I've only once come across someone who did a complete reset after his early career. Just once. Had he called back when I tried to schedule an in-person interview, I would probably have hired him.
On the other hand, I've encountered lots of older folks in low-level tech jobs. Because that's what they were qualified for, the level at which they were capable of producing useful work product. Not because they're old. Because they're mediocre. And they have the work experience to prove it.
So I ask again, when I'm looking to fill junior staff positions, why should I spend money alerting the part of the talent pool that in almost every case is either looking for more senior work or simply mediocre?
A company that doesn't understand the job it wants to fill is discriminatory only against its ability to fill that job with a candidate that's not a bald faced liar. Age is not a factor.
So sending ads for a junior software developer only to folks in their 20s is a bad thing? Because I have to tell you: the hit rate for qualified candidates for that job who happen to be over 50 is so much smaller that I don't want to spend the money and, to be frank, far fewer of the folks over 50 want their time wasted with my junior developer ad.
Remember, these ads aren't only going to facebook. They're also on the various job boards where anyone interested can find them with a search. And anyone can apply regardless of age. The question is: which demographic will I spend my money proactively notifying when I'm looking for job candidates just out of college?
Not really. A $10 raspberry pi zero W runs Ghostscript just fine.
There are two types of people in the world.
1. Those who can extrapolate from incomplete information.
In most cases, that "technical data" is about as complicated as figuring out which type of memory your motherboard needs... and about as dangerous if you get it wrong.
http://english.vietnamnet.vn/f...
Where can we get the file? NIST Special Publication 800-63-3 on authentication says we should check user's proposed passwords against a list of known compromised passwords. This sounds like a pretty good list.
I earn decent money for my services and I'm all too happy to pay you for yours. Sell me what I want to buy and I buy it.
I don't want to buy your DRM-encumbered crap and I generally don't. For my money I'll watch it my way and if that's not OK with you, I'll watch it my way anyway and you just won't get paid for it.
Disney could make a strong argument under 'equity'
If the First Sale doctrine holds then that doesn't matter. The owner of a copy has the right to dispose of his copy any way he pleases, including splitting up the work and selling the pieces individually, regardless of how that impacts the copyright owner.
If the First Sale doctrine doesn't hold then that still doesn't matter because Disney's license prohibiting the sale of the codes would govern.
Aren't you kind of proving his point?
If the UI caused confusion about which station had what control then it's a situation known as "design induced human error." It means the UI design sucked rocks.
You say that, but Windows 7 when configured to look like Windows XP is the standard to beat. Later Windows' don't stand up and both Gnome and KDE remain hideous.
I have the corporate version. It's the same as the free version but you have a domain and can add and remove your own accounts.
Authentication factors: What you know, what you have, what you are.
What you know: a password
What you have: a cell phone
What you are: a fingerprint
Two elements from "what you know" is only single factor authentication. For two factor authentication, you need elements from two categories.
So, your password and your high school mascot is only single-factor authentication because both are from the "what you know" category.
A password plus the six digits from Google Authenticator is two factors: what you know (password) and what you have (a cell phone running Google Authenticator with the appropriate encryption key).