如何向弱智程序员解释区块链_一个程序员向我解释了为什么我用一个白痴和白痴...-CSDN博客

如何向弱智程序员解释区块链

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I was an idiot and a moron. A self-help junkie like me should have known better.

我是个白痴，一个白痴。像我这样的自助瘾君子应该更了解。

We met for the first time. He works client-side looking after teams of engineers. I work with clients like him to help them build engineering teams at scale and expand through mitosis (members of a successful engineering team branch off and create new teams).

我们是第一次见面。他在客户端负责工程师团队的工作。我与像他这样的客户一起工作，以帮助他们大规模建立工程团队并通过有丝分裂扩大规模(成功的工程团队的成员会分支并建立新的团队)。

I explained to him how his employer wanted me to code test any new engineers with HackerRank and I agreed with their decision. (This was ironic because I’m not a coder and can’t read code.) It was at this point where he got fired up. His face turned a little red.

我向他解释了他的雇主希望我如何使用HackerRank对任何新工程师进行代码测试，我同意他们的决定。 (具有讽刺意味的是，因为我不是编码人员并且无法阅读代码。)这时他被解雇了。他的脸变红了一点。

“You are an idiot and a moron if you think you can code test engineers to try and find good ones.”

“如果您认为可以为测试工程师编写代码以尝试找到优秀的工程师，那么您就是个白痴和白痴。”

I was a little taken back. We weren’t even friends yet. Should I be offended? He continued:

我有点退缩。我们甚至还不是朋友。我应该被冒犯吗？他继续：

“Code tests rule out the people who think outside the box.”

“代码测试排除了跳脱思维的人。”

He started rattling off example after example of gun engineers who performed poorly on a HackerRank test. He showed me the work these engineers produced and then their poor HackerRank results. This next line got me:

他开始举个例子，一个例子是在HackerRank测试中表现不佳的枪炮工程师。他向我展示了这些工程师所做的工作，以及他们糟糕的HackerRank结果。下一行让我知道：

“You hire engineers to think and solve problems. Being able to regurgitate code like you’re studying for a high school math test means you can follow orders. I don’t want engineers like that. I want the rebels who are brave enough to challenge the team, therefore helping to create life-changing software.”

“您雇用工程师来思考和解决问题。像在学习高中数学测试一样能够重新编码代码，这意味着您可以遵循命令。我不要那样的工程师。我希望叛逆者们勇于挑战团队，从而帮助他们创造改变生活的软件。”

I’d fallen into the trap of following orders. I took what his employer said about code testing too literally.

我陷入了以下命令的陷阱。我完全接受了他的雇主所说的关于代码测试的说法。

I got home from work that night and thought about what my new programmer customer friend had said. I thought about it for hours. Can you really box someone into a corner and test whether they think differently using standardized thinking? It hit me hard: no. A code test is a tool, yes. But a code test shouldn’t be the defining factor used to select engineers for a project.

那天晚上我下班回家，想着我的新程序员客户朋友怎么说。我考虑了好几个小时。您是否真的可以将某人摆在角落，并使用标准化的思维测试他们是否有不同的想法？这让我很难受：不。是的，代码测试是一种工具。但是，代码测试不应成为选择项目工程师的决定性因素。

Code tests can kill creativity.

代码测试会扼杀创造力。

You can block engineering talent from ever finding your project if you use a code test designed to embed bias in your hiring process.

如果您使用旨在将偏见嵌入招聘流程中的代码测试，则可以阻止工程人才找到您的项目。

Code tests, in a way, are like racism. They judge people on an arbitrary measure.

在某种程度上，代码测试就像种族主义。他们以任意方式审判人们。

I went back and spoke to my lead engineer. I asked for his help.

我回去和我的首席工程师交谈。我要求他的帮助。

“Could we be smarter about how we hire? What would it take to test the way a person thinks instead of just their engineering skills?”

“我们可以更聪明地雇用我们吗？测试一个人的思维方式而不仅仅是他们的工程技能需要什么？”

The response was classic:

回答很经典：

“Only a human can properly test how someone thinks.”

“只有人类才能正确测试某人的想法。”

It’s not just their thinking either. The lead engineer also taught me that it’s how an engineer communicates their thinking that is key. You can think outside of the box and come up with life-changing code, but if you’re a nuff-nuff that can’t explain your code in English, then nobody is going to listen to you — and you probably can’t build an entire software platform on your own.

这也不只是他们的想法。首席工程师还告诉我，关键是工程师交流他们的想法。您可以跳出框框思考并提出改变生活的代码，但是如果您是一个无法用英语解释您的代码的人，那么没人会听你的，您可能无法自行构建整个软件平台。

Now I’m no genius engineer thought leader. But I did radically change my approach to hiring engineers after the initial conversation that pointed out I was a moron and an idiot in the same sentence.

现在我不是天才工程师的思想领袖。但是在最初的谈话指出我是白痴和白痴之后，我确实从根本上改变了招聘工程师的方法。

I made the call to focus on:

我打来电话的重点是：

A human conversation.
人类的对话。
A whiteboard test.
白板测试。
A conversation about an engineer’s code that asks them to explain their thinking in a lot of detail.
关于工程师代码的对话，要求他们详细解释他们的想法。
Finally, a code test.
最后，进行代码测试。

The least important part of an engineer’s hiring process was their resume. I learned quickly that engineers were like chameleons: they could change color based on the role they were applying for.

工程师的招聘过程中最不重要的部分是简历。我很快了解到工程师就像变色龙：他们可以根据申请的角色来改变颜色。

Someone who was more front end than back end could quickly reshape their resume to sway their profile in either direction. I also learned that job titles were ridiculous. Many engineers attempted to call themselves “lead engineer” when they weren’t really.

前端比后端多的人可以快速重塑简历，以在两个方向上摇摆自己的形象。我还了解到，职称荒谬。许多工程师实际上并不是真正的称呼自己为“首席工程师”。

When you overlay a global recession on top of this engineering picture, you realize why engineers decide to bend the truth a little. People need work so they can pay their bills. A few white lies for an engineer who needs to pay bills and get on an engineering project ASAP is expected. There’s no point being mad at them if you have at least a tiny bit of empathy left inside of you.

当您将全球经济衰退叠加在这幅工程图之上时，您就会意识到工程师为什么决定稍微改变事实。人们需要工作，才能支付账单。对于需要支付账单并尽快进行工程项目的工程师来说，有些谎言可言。如果您的内心至少有一点点同情心，那么就不会对他们生气。

A code test isn’t the answer to the question “Can this engineer excel at their job?” A code test is one tool in the toolbox for hiring engineers.

代码测试不是“这个工程师能胜任他们的工作吗？”这个问题的答案。代码测试是工具箱中招聘工程师的一种工具。

The real secret to hiring amazing engineers is to have an already excellent engineer, who can think outside of the box, do the interview.

聘请出色的工程师的真正秘诀是拥有一个已经出色的工程师，他们可以跳出框框思考，进行面试。

Talented engineers attract talented engineers. These engineers then breed while on a project together and allow the process of mitosis to occur and create new teams that spawn off the original project. A code test on its own is useless — and biased.

有才华的工程师吸引有才华的工程师。然后，这些工程师在一个项目中一起育种，并允许有丝分裂过程发生，并创建新团队以产生原始项目。单独的代码测试是无用的，并且带有偏见。

Put the human back in hiring engineers.

让人员重新雇用工程师。