像上一部分一样，我想提醒您，我只是分享自己的经验并表达个人看法。 仅此而已。 (Like in the previous part, I'd like to remind you, that I'm just sharing my own experience and expressing the personal opinion. No more than that.)
制作空缺卡 (Making a vacancy card)
One of the most important criteria of your search success is the right choice of HR platform. Since we are working with IT segment, I'd like to recommend the Habr Career.
HR平台的正确选择是您搜索成功的最重要标准之一。 由于我们正在与IT部门合作，因此我想推荐Habr Career 。
For an extra traffic source you can use Head Hunter, LinkedIn (blocked in RF) and various telegram channels. For example: a good channel to find java developers, this will help to find mobile developers, or you can use your personal sources, if you have them.
对于额外的流量来源，您可以使用Head Hunter ， LinkedIn (在RF中受阻)和各种电报频道。 例如：一个寻找Java开发人员的好渠道，这将有助于找到移动开发人员 ，或者，如果您有个人资源，则可以使用它们。
如何命名空缺 (How to name a vacancy)
Now, important thing. I always recommend to keep your writing short and to the point. If you're looking for a frontend developer, just write so. However, if you want to cover all of the relevant cases, you may have some trouble with it. Therefore, here is the list of the keys:
现在，重要的事情。 我总是建议您撰写简短的文章。 如果您正在寻找前端开发人员，请这样编写。 但是，如果您想涵盖所有相关案例，则可能会遇到一些麻烦。 因此，这是键的列表：
- Front-end 前端
- Front end 前端
- Front-end developer 前端开发人员
- Front end developer 前端开发人员
- Front-end dev 前端开发
- et.c 等等
Consequently, now you have two options. Either you spend a lot of money (but why?), or you'll try to squeeze all of them in one header. However, there is a chance, that after you'll do it, UFO will kidnap you for experiments.
因此，现在您有两个选择。 您要么花了很多钱(但是为什么？)，要么您尝试将所有这些都压缩在一个标头中。 但是，有机会在您做完之后，UFO会绑架您进行实验。
资质 (Qualification)
Basically, it depends on who are you looking for and for what specific goals. Since this article's theme has been stated, we will discuss intern/junior positions. I don't know why Habr splits this position, making you able to save money on interns, so be it.
基本上，这取决于您要寻找的人以及特定的目标。 既然已经陈述了本文的主题，我们将讨论实习/初级职位。 我不知道为什么哈伯(Habr)拆分这个职位，使您能够节省实习生的钱，就这样吧。
Personally, I'm taking interns when I'm looking for junior developers, whom I'm going to give a full cycle training. According to my criteria, an intern is someone who knows programming languages basics, but knows nothing about technological aspects. I hope everyone agrees, that it's much easier to teach the well-read guys soaked in misconceptions and legacy of the previous developers' generations.
就个人而言，我在寻找初级开发人员时会聘用实习生，我将为他们提供完整的培训。 根据我的标准，实习生是一个了解编程语言基础知识，但对技术方面一窍不通的人。 我希望每个人都同意，教那些沉迷于前几代开发人员的误解和遗产的博学的人要容易得多。
In the same vein, juniors are the guys who know parts of the programming languages and some technologies in an advanced way: React, Vue, Angular and suchlike. Usually these guys can write something that looks like a web-application. Recently, I've started to demand the knowledge of “hooks” for applicants of a junior developer position in my team. You won't get far without knowing them nowadays.
同样，初级人员是精通编程语言和某些技术的人：React，Vue，Angular等。 通常，这些人可以编写类似于Web应用程序的内容。 最近，我开始要求团队中具有初级开发人员职位的申请人具有“专业知识”。 如今，您将不知所措。
奖励 ( Reward )
I think it's fair to pay your intern at least ₽30k. And if they're smart enough, don't afraid of overtime work, and are overall qualified, you can raise a salary to ₽50k.
我认为支付实习生至少3万英镑是公平的。 如果他们足够聪明，不怕加班，并且总体上有资格，可以将薪水提高到5万英镑。
Meanwhile junior developer's fair salary comes from 50k to 70-80k, depending on his skills.
同时，根据开发者的技能，初级开发人员的合理薪水从50k到70-80k。
It's a dynamic thing, I've never had constant established tariffs. For example, I'd had a junior programmer working for me. His HTML skills were decent, but when it comes to internal logic there were a lot of problems. In the end he'd simply burn out. For people like that ₽40k is a maximum.
这是一个充满活力的事情，我从未有过固定的关税。 例如，我有一个初级程序员为我工作。 他HTML技能很不错，但是在内部逻辑方面存在很多问题。 最后，他简直精疲力尽。 对于像这样的人，最高₽4万。
空缺说明 (A vacancy description)
Above all, I think it's important to use blocks, while describing your vacancy. Split it on sections, use headers – readability will be better. Everyone should decide for himself, but I have my favorite template:
首先，我认为在描述您的空缺时使用块很重要。 将其拆分为多个部分，使用标题-可读性会更好。 每个人都应该自己决定，但是我有我最喜欢的模板：
关于公司 (About company)
I'm trying to present my team in the most friendly and informal way, at least as much as I can.
我正在尝试以最友好和非正式的方式介绍我的团队，至少要尽我所能。
However it's hard to present all relevant points in one paragraph. The first one must be short, otherwise it won't hold the target audience's attention, and therefore they won't be hooked.
但是，很难在一个段落中呈现所有相关的观点。 第一个必须简短，否则它不会引起目标受众的注意，因此不会被吸引。
我们所做的？ (What we do?)
Here I'll try to tell you about our team's main kind of activity. Usually I write in general, trying to explain in what fields and directions we work. I mean, I write that we like to make various *aaS, eCommerce, B2B, Digital projects and also a couple of other already launched examples or what we work on public with; just for illustrative purposes.
在这里，我将向您介绍我们团队的主要活动。 通常，我通常都会写文章，试图解释我们在哪些领域和方向开展工作。 我的意思是，我写的是，我们希望进行各种* aaS，电子商务，B2B，数字项目，以及其他一些已经启动的示例或我们与公众合作的项目； 仅出于说明目的。
It's also necessary to indicate the current projects where Junior's run-in will be. It's important for the reason that someone may not like Digital field, or someone just fiercely hates rap, and won't agree to work on any project under any conditions.
还必须指出Junior的磨合将在当前项目中进行。 重要的原因是有人可能不喜欢Digital领域，或者只是非常讨厌说唱，并且不会同意在任何条件下从事任何项目。
我们在找谁？ (Who are we looking for?)
This block will be dedicated to the description of people I'd like to see in my team. By the way, about skills, I always prefer to mention them in this block. For example, I often write about our team using various Github features and hope that our new candidate favors them too.
该块将专门描述我想在团队中看到的人。 顺便说一下，关于技能，我总是喜欢在本部分中提及它们。 例如，我经常使用各种Github功能来介绍我们的团队，并希望我们的新候选人也喜欢它们。
At the same time, I'm trying to mention a social activity. For example, candidate can write something in social nets, or they can be subscribed on top web-designers. The main idea: “I'd like you to have skills like that, or at least I want you to aspire to have skills like that”.
同时，我想提及一种社交活动。 例如，候选人可以在社交网络上写一些东西，或者可以在顶尖的网页设计师上订阅。 主要思想是：“我希望您拥有这样的技能，或者至少我希望您渴望拥有这样的技能”。
我们不喜欢的 (What we don't like)
I also find that it's important to write about things
我也发现写东西很重要
我们喜欢 (that we like)
or
要么
不喜欢 (don't like)
. It'll help to weed out people that won't fit in your team. For instance, the questions like: “ Do we have 8-hour work day?” or “ Are we free on that holiday?” — are the prime indicators of candidates' work ethic. Same goes for ardent supporters of technologies we, as a team, choose to avoid.
。 这将有助于淘汰不适合您团队的人员。 例如，这样的问题：“我们一天工作8小时吗？” 或“那个假期我们有空吗？” —是候选人职业道德的主要指标。 对于作为团队选择避免的技术的热心支持者，情况也是如此。
我们正在处理什么 (What we are working with)
Usually this block is dedicated to the technological stack and tools we expect to work with.
通常，此模块专用于我们希望使用的技术堆栈和工具。
Especially, I tend to focus on
特别是，我倾向于专注于
Github (Github)
and
和
Octokit 八度
The point is, ">Github has an excellent search, actions and its own API and knowledge of them is necessary for our work, and therefore it's better to know in advance if you can work with Github or not, because our further work with a junior will directly depend on it.
关键是， “> Github具有出色的搜索 ， 操作以及其自己的API，并且它们的知识对于我们的工作是必不可少的，因此最好事先知道您是否可以与Github一起工作，因为我们将继续与Github合作。初级将直接依赖它。
奖金 ( Bonuses )
I don't know who gives what bonuses, but I always root for the Apple computers at work, and for those who lasted longer than a trial period I provide any «config» to choose, by installments, interest-free, without deadlines and for any period of time.
我不知道是谁给了什么奖金，但是我一直支持工作中的Apple计算机，对于那些使用时间超过试用期的人，我提供了任何“ config”来分期选择免息，无期限和在任何时间段。
By the way, recently I have started to encourage a healthy lifestyle. Since I sick and tired by constant complaints about headaches, loss of concentration, lack of sleep and other outcomes of our practice.
顺便说一下，最近我开始鼓励健康的生活方式。 由于我经常因头痛，注意力不集中，睡眠不足和其他练习结果而感到不适和厌倦。
I have always been thinking about it. But there has always been the question of expediency and resources. Resources have come, expediency haven't lost, and guys still moping and lollygagging in the critical days.
我一直在想。 但是始终存在权宜之计和资源问题。 资源已经来临，权宜之计没有丢失，在关键的日子里，人们仍在摸索和玩弄。
That's why in such bonuses (especailly for developers and other types of sedentary) I would also include a payment for a healthy lifestyle. Of course everything will be considered indvidually, because someone can't swim, someone can't jog and someone can't just lift weights etc.
这就是为什么在这种奖金中(特别是对于开发人员和其他久坐的人)，我还将包括支付健康生活方式的费用。 当然，所有事情都将被单独考虑，因为有人不会游泳，有人不会慢跑，有人不能只是举重等。
In short, take care of your teammates or you'll have a constant staff replacement.
简而言之，请照顾好您的队友，否则您将不断更换工作人员。
进一步说明或CTA (Further instructions or CTA)
Firstly, I'd like to address to recruiters and owners of such companies. Always! No… NEVER! Never write in your job pages that aspirants can write you on an e-mail, especailly their code examples, last projects and other rubbish. Why? Because all that should already be on a resource where job is posted. I mean, such resources are being made to avoid all these excess, intermediate links no one even give a damn about.
首先，我想向这类公司的招聘人员和所有者致辞。 总是！ 没有永不！ 切勿在工作页面上写出有抱负的人可以在电子邮件上写给您的信息，尤其是他们的代码示例，最后的项目和其他垃圾。 为什么？ 因为所有这些应该已经在发布作业的资源上。 我的意思是，正在利用这些资源来避免所有这些多余的，中间的链接，甚至没有人对此给予过谴责。
She had suggested to skip the first part, and start «30-minutes JavaScript test» to test my skills. Apart from the fact that website was awry, there also were not working links and grammatical mistakes are as stupid as a personnel itself.
她建议跳过第一部分，并开始“ 30分钟JavaScript测试”以测试我的技能。 除了网站出现问题之外，也没有有效的链接，语法错误和人员本身一样愚蠢。
……
……
Well. OK. It's acceptable. But not when they contact me via CodersRank profile...
好。 好。 可以接受 但是当他们通过CodersRank个人资料与我联系...
Don't do that. If you use instruments for mundane tasks' automation,
不要那样做 如果您使用仪器来实现日常任务的自动化，
只需使用它们，不要因您的过时和愚蠢而惹恼别人。 (just use them and don't irritate people with your obsoleteness and stupidity.)
In my additional instructions I severely punish in response to leave a link to a solved introductory task, the rest is optional.
在我的其他说明中，我严加惩罚，以保留与已解决的入门任务的链接，其余为可选。
All responses without references to forks with a solved introductory I was just deleting. On the last job page were 90 people total who left responses.
我没有删除所有已解决入门的未提及分叉的响应。 在最后一个工作页面上，共有90人留下了反馈。
Sad fact, according to Github statistic there were almost a 1000 of those, who couldn't solve the task. If you've managed to hold your attention till this point, congratulations, we're getting to the most interesting part of this article.
不幸的事实是，根据Github的统计数据，其中有将近1000个无法解决任务。 恭喜您，如果您在此之前一直保持注意力，那么我们将转到本文中最有趣的部分。
入门和测试任务 (Introductory and test tasks)
After four years of headhunting, I'd come to conclusion – don't try to do everything yourself I'd lost a lot of money, when i'd decided to spend my time looking for good employees, instead of looking tor a customers.
经过四年的猎头，我得出结论–当我决定花时间寻找优秀员工而不是寻找客户时，不要自己做所有的事情，否则我会损失很多钱。
We'd decided to create fully functional repository with functional backend and frontend services and then… to break it.
我们决定创建具有功能性后端和前端服务的功能齐全的存储库 ，然后……将其破坏。
To clarify, the whole testing was split on introductory and test task.
为了明确起见，将整个测试分为入门和测试任务。
I am using monorepo approach for most of our projects.
我在大多数项目中都使用monorepo方法 。
So, monorepository was broken and this way introductory task was created.
因此，单一存储库被破坏，因此创建了介绍性任务 。
Additionally, we'd broken some parts of redux and other code. That's how frontender's test task was created. Backender's task was made similarly.
另外，我们破坏了redux和其他代码的某些部分。 这就是创建前端测试任务的方式。 Backender的任务也是如此。
However, I have to admit, that at that point frontender's circumstances for completing their task were better. There was a fully functional GraphQL API on our technical domain for them to work.
但是，我必须承认，到那时，前端程序完成任务的情况会更好。 我们的技术领域中有一个功能齐全的GraphQL API，它们可以正常工作。
Backenders were less lucky. Back then I didn't know how to give them a task without connecting them to our devops environment. I'd found solution, but after we'd already started.
后援者则不太幸运。 那时，我不知道如何在不将他们连接到我们的devops环境的情况下给他们任务。 我找到了解决方案，但是在我们开始之后。
Additionally, I can say that backenders task was pretty hardcore. But we'd found people who'd managed to solve it. People who were interested in this particular stack: Typescript, NestJS, GraphQL, CQRS, Protobuff, gRPC, *DD. There was two of them.
另外，我可以说，后台任务非常艰苦。 但是我们找到了设法解决这个问题的人。 对这个特定堆栈感兴趣的人：Typescript，NestJS，GraphQL，CQRS，Protobuff，gRPC，* DD。 有两个。
总结 (Summarizing)
In conclusion of the second part, I'd like to say:
在第二部分的结尾，我想说：
- You should try to optimize the amount of time you'll spend looking for employees. Delegating is important and interaction between current and potential members of your team will further test candidates personal qualities. 您应该尝试优化寻找员工的时间。 委派很重要，团队中现有成员和潜在成员之间的互动将进一步考验候选人的个人素质。
- If you want your team to be united, long term — make your people happy. And high salary is not everything, because some people do not know how to spend their money properly. Encourage a healthy lifestyle, buy useful tech for your team, don't forget their birthdays and so on. 如果您希望您的团队团结起来，那就长远了–让您的员工开心。 高薪并不是一切，因为有些人不知道如何正确地花钱。 鼓励健康的生活方式，为团队购买有用的技术，别忘了他们的生日等等。
- Don't be stupid. Don't make them do same routine procedures, like sending you info about their latest project. It's 2020, do the background check yourself. 别傻了 不要让他们执行相同的例行程序，例如向您发送有关其最新项目的信息。 现在是2020年，请进行背景调查。
- Make sure your teammates are qualified by the modern standards, otherwise, sooner or latter your team won't be able to answer the challenges that developing technologies are constantly presenting. 确保您的队友符合现代标准，否则，您的团队迟早将无法应对不断发展的技术所带来的挑战。
In the next part we'll talk about how to integrate new junior programmers in your team's processes and how to help them to adapt in the new team or maybe even in their first team.
在下一部分中，我们将讨论如何在团队流程中集成新的初级程序员，以及如何帮助他们适应新团队甚至第一团队。
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