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软件开发团队

漫长而曲折的道路 (The Long and Winding road)

About a year and a half ago I was working as Lead Developer for a company that was going through a transition. We went through a phase where we had recently on-boarded several developers for different roles and completely changed the dynamic of how things worked. We replaced an entire division (the mobile app team) and also contacted contract developers to work on the more challenging parts of the software, along with adding team members to the already existing and struggling core development team.

大约一年半以前，我正在一家正在经历转型的公司担任首席开发人员。 我们经历了一个阶段，最近我们聘请了几个开发人员担任不同的角色，并完全改变了工作方式的动态。 我们替换了整个部门(移动应用程序团队)，并与合同开发人员联系以开发软件中更具挑战性的部分，并将团队成员添加到已经存在且陷入困境的核心开发团队中。

Honestly, at times it felt like Paul McCartney had written The Long and Winding Road just for us. We went through multiple iterations. Let me tell you, the headache, the struggle, and the stress was 100% real.

老实说，有时感觉就像保罗·麦卡特尼(Paul McCartney)写了《漫长而曲折的道路》 只为我们。 我们经历了多次迭代。 让我告诉你，头痛，挣扎和压力是100％真实的。

Here’s an important note to keep in mind if you yourself are embarking on a similar journey: You will more than likely have to try out a couple of developers before finding the perfect fit. This might mean hiring someone for two weeks, saying sayonara, going back into the talent pool, installing them into the team, and then repeating the process all over again. This is inevitable. Do not feel bad or lose hope as every single development team I have ever worked with goes through this process.

如果您自己正在经历类似的旅程，请牢记以下重要注意事项：在找到最合适的解决方案之前，您很有可能必须尝试几个开发人员。 这可能意味着要雇用两个人，说sayon​​ara，然后回到人才库，将他们安装到团队中，然后再重复整个过程。 这是不可避免的。 与我曾经合作过的每个开发团队都经历这个过程，不要感到难过或失去希望。

In an effort to alleviate your struggling- and to put mine into good use- this article will share some of the lessons I’ve learned along the way.

为了减轻您的苦苦挣扎并充分利用我的知识，本文将分享我在此过程中学到的一些经验教训。

满足您的需求 (Scoping Your Needs)

Before you go on a wild goose hunt firing on all four cylinders trying to get every developer on your side of the planet on the phone to have an interview with you, you have to find out: What is it exactly that you need? Ask yourself: “What does hiring this person do for me, for the company, for the existing team members and for my clients/customers?” If you struggle to answer that question then you are probably trying to solve a problem that does not exist.

在对所有四个圆柱体进行野性狩猎之前，试图让每个开发人员都在电话上与您进行面谈，您必须了解：您到底需要什么？ 问问自己：“雇用此人对我，对公司，对现有团队成员以及对我的客户/客户有什么作用？” 如果您很难回答这个问题，那么您可能正在尝试解决一个不存在的问题。

Keep in mind that it’s 2020, people; there will always be a pool of talent to pluck fine little developer grapes from. You just have to know what you are looking for. For example: “I'm looking for a senior developer with at least 7 years of experience in building highly-scalable applications and has at least 5 years of experience with Laravel, knowledge of (or at least familiarity) with common Best Practices in terms of software design patterns and at least 3-year experience with Test Driven Development.

请记住，现在是2020年。 总是会有人才来挑选优秀的开发者小葡萄。 您只需要知道您在寻找什么。 例如：“我正在寻找一位高级开发人员，该人员在构建高度可扩展的应用程序方面具有至少7年的经验，并且在Laravel方面具有至少5年的经验，对通用最佳实践具有一定的了解(或至少熟悉)软件设计模式和至少3年的测试驱动开发经验。

寻找线索 (Finding Leads)

I was tasked with replacing an entire team and looking for new developers to help boost productivity. We had lined up over 30 candidates for different roles and responsibilities. I think that the importance of the “lead generation phase” is finding the right interviewee keeping in mind that this is a process of eliminating candidates that just don’t fit and giving a chance to the least likely of candidates that just might fit. You can exhaust Job Boards, Freelance Websites, and especially and most importantly social media sites such as Linked In or even Facebook.

我的任务是更换整个团队，并寻找新的开发人员来帮助提高生产力。 我们已经针对不同的角色和职责排队了30多名候选人。 我认为，“潜在客户生成阶段”的重要性是要找到合适的受访者，同时要牢记这是一个过程，即淘汰那些不适合的候选人，并为最不适合的候选人提供机会。 您可能会用尽求职委员会，自由职业者网站，尤其是最重要的社交媒体网站，例如Linked In或Facebook。

面试过程 (The Interview Process)

Once you’ve lined up candidates that want to take an interview with you, it’s time to come up with a set of questions that you’d like to ask them, right? Wrong. Before anything else, have a sit down with your team and ask them what they think you should ask. It is important to figure out the intricacies of a struggling team, down the most granular detail. You can not simply expect any developer with the right experience to come in and solve problems right out of the gate.

排列好想与您面试的候选人后，就该提出一些想问他们的问题了，对吗？ 错误。 首先，请与您的团队坐下来，问他们他们认为您应该问什么。 重要的是要弄清一个挣扎的团队的复杂性，细化最细微的细节。 您不能简单地期望任何具有适当经验的开发人员可以直接解决问题。

Once that is done, start with the candidates that you think are least likely to get the job. Why? because they might surprise you. Just be prepared to end the interview on a short note if things aren't going the way you expected. It’s mean, it might be rude, but if you're certain you won't be hiring this person, you’ll be doing both of you a favor by cutting things short. By doing this, you will be able to get into a groove and create a good structure for doing future interviews.

完成后，从您认为最不可能获得这份工作的候选人开始。 为什么？ 因为它们可能会让您感到惊讶。 如果事情没有按照您的预期进行，请准备简短地结束采访。 意思是，这可能很不礼貌，但是如果您确定自己不会雇用此人，则可以通过缩短工作时间对双方都有利。 通过这样做，您将能够参与进来，并为以后的采访创建良好的结构。

On to the cream of the crop, you went through all the less likely candidates and now you are ready to have a go at the stallions of the herd. You will most likely get 2 to 3 people who you think will be a good fit. Do a full interview with them, gauge how well they fit into your current team. Personalities clash and this can lead to disarray among the developers and slow down progress, which is the last thing we want. Try your best to identify people who would do well given the environment.

在农作物的奶油上，您遍历了所有不太可能的候选对象，现在您可以开始尝试牛群的种马了。 您很可能会得到2到3个您认为合适的人。 对他们进行全面采访，评估他们与您当前团队的融合程度。 个性冲突，这可能导致开发人员混乱，并且减慢进度，这是我们想要的最后一件事。 尽最大努力找出在环境方面做得好的人。

The most important part. Team Interview. DO NOT SKIP THIS PART. I have seen it time and time again, management introduces a new team member, the existing team members don't actually like this member or don't think he/she can provide any additional value, the team spends half the week arguing instead of getting any work done. It is extremely important that you get your team in a room with the best potential candidates and prepare to have them just chat for a few minutes. Allow your developers to ask questions personally. make any clarification and also determine whether you are hiring a legitimate engineer or a poser.

最重要的部分。 团队面试 。 请勿跳过此部分。 我一次又一次地看到它，管理层引入了一个新的团队成员，现有的团队成员实际上并不喜欢这个成员，或者认为他/她不能提供任何额外的价值，团队花费了半个星期的时间争论而不是完成任何工作。 非常重要的是，让您的团队与最有潜力的候选人一起待在一个房间里，并准备让他们聊天几分钟。 让您的开发人员亲自提出问题。 做出任何澄清，并确定您要雇用的是合法工程师还是装模商。

初始审议 (Initial Deliberation)

Once you have finished all the interviews, have everyone on the team decide which candidate they think would best fit the role/roles. It is important to decide this as a team because good teams believe in each other and this is very much true for software development teams as well.

完成所有面试后，让团队中的每个人决定他们认为最适合该角色/角色的候选人。 作为团队来决定这一点很重要，因为好的团队会相互信任，这对于软件开发团队也非常正确。

After you have all agreed that Candidate A is the best candidate for the job, it is time to install them into the team. Make them feel that they are welcome and have found a home in your company, all the while assessing whether or not they are providing value for the team.

在大家都同意候选人A是该职位的最佳候选人之后，是时候将其安装到团队中了。 让他们感到自己受到欢迎，并在公司中找到了家，同时评估他们是否为团队提供了价值。

Give this process about two to three weeks. It is important to give the person time to adjust to the new environment, as well as learn the ins and outs of the software, the company, and the people he/she is working with. They will most likely have their best foot forward for the first week, and then as he/she gets more comfortable, he/she will start to show the consistency of his/her effort and quality of work.

给这个过程大约两到三个星期。 给人们时间适应新的环境，以及学习软件，公司和与他/她一起工作的人的来龙去脉非常重要。 他们很可能会在第一周表现出最好的脚步，然后随着他/她变得更加舒适，他/她将开始表现出他/她的努力和工作质量的一致性。

最终审议 (Final Deliberation)

A month has gone by, the developer has gotten settled in, and the team has gotten to know him/her. It is time to reconvene. This step is incredibly important. You need to check how their long-term compatibility works. Get everyone (barred the new developer) into a meeting to make the decision of keeping this developer long term.

一个月过去了，开发人员已经安顿下来，团队已经认识他/她。 现在该重新开会了。 这一步非常重要。 您需要检查它们的长期兼容性如何。 让每个人(禁止新开发人员)参加会议，以决定让该开发人员长期工作。

结论 (Conclusion)

It is incredibly important to build a team that is comfortable with each other. Keep these steps in mind, and you might just be able to build the next software development dream team.

建立一支彼此相处融洽的团队非常重要。 牢记这些步骤，您也许就可以组建下一个软件开发梦想团队。

翻译自: https://codeburst.io/growing-your-software-development-team-a4684375a5e7

软件开发团队