Of course not, the typical structural contradiction: job seekers can't find a job, and companies can't recruit people .
Meet friends from the IT circle on weekends. After working for so many years, whether it is management or technology, it basically mixes the higher positions of various companies (managers, experts, etc.).
I haven't seen you for a long time, and talked about a lot of work and life, including career development, industry trends, technological progress, and of course, the recent employment market.
Among them, a friend of a well-known e-commerce department manager said that his department has recently lacked a front end. Three places were given above. After years, he passed at least 100 resumes and more than 30 interviews. Until now. Satisfied only a few districts, and only one of the last offer. The remaining two places, according to this trend, he is almost no confidence.
Speaking of this, a friend who is a front-end technical expert took over the topic and agreed. Because of the technology, so I did not participate in technical interviews, but also lamented that the current candidates are not technical:
"The freshmen talked about the head of the frame, but as soon as they asked a little deeper, they immediately got stuck. And the students will be gone. It is not understandable that some engineers who have been working for several years are still addicted to various shallow technologies. A front-end engineer asked his basic JS closures and memory leaks to be unclear. You said that you are giving an offer."
However, as far as my friends say, I have different opinions and question him:
“Would it be that your request is too high? You have been working for 20 years. With your own standards, it is estimated that no one will be able to fight at the end?”
The friend replied:
"Not so. The current technical environment is different from that of the early years. Now the requirements for the front end are 'big front end', which requires comprehensive skills, but nowadays young people like to 'happy', few people sink. Underestimate the bottom of things."
I think about the following and then ask him:
"Let's do it, I change the angle. Now if you give a new person, you personally guide, half a year, do you think he can be a teacher?"
The friend hesitated, just wanted to say no, I stopped him and asked him to think again.
He thought for a while and answered me and said, "Maybe!"
I asked him why, he said:
"I said that I can, because I have been working for so many years, and I have been in the first line. Of course I know that those are useful, those are useless, those are important, and those are difficult. Moreover, if there is something wrong, I can show him the code. chant!"
I smiled and said, "Look! Not to say that people are stupid, not to think about progress, or the problems of the route and method, especially in the current school, to teach those things, not to catch up with the development of the industry, it is no wonder that people can't learn well! ”
"Maybe it is, but what is wrong with the company? Is it responsible for recruiting people, is it also responsible for training?" The friend waved and said with a smile.
...
Here's another example: two interns I brought with myself.
When interviewing the two interns, the two people were quite unconfident, and they were frank and unable to do their own level, especially programming, so the earlier interviews were not going well. But for me, one of the recruiting positions is an ordinary test engineer, and mainly black box testing, so the requirements are not high. The other project is tight. So, hesitated, and finally left them.
After coming in, I worked for a while, and the two were very sociable, and they all loved learning. At this time, I just had an automated test project in my hands, using Java + JMeter. Because the project is very tight, I want to give this job to the interns.
After consulting the opinions of the two people, it was unexpected that this ordinary development could not be seen as "the corners live", and the two were a bit happy, even thanking me for their trust.
Next, in order to make the work go smoothly, I asked them to spend a week in the rough JMeter, and then told them that there will be a systematic training, and also recommended articles and books.
In the following week, it can be seen that the learning enthusiasm of the two is very high. During the daytime work, the two squatted in front of the computer, and communicated from time to time. After work, others are almost finished, and the two are still debugging in front of the computer.
A week later, before the topic (JMeter) training, I briefly evaluated the learning situation of the two people. Unexpectedly, the situation mastered by the two far exceeds my expectations. The disadvantage is that the focus is not outstanding. Some things are difficult, but they are not important in actual projects. Therefore, in the two days of training, I focused my energy on the difficulty of having “value”. And in my past experience, theoretical study is one aspect, the key is practice, so I don't expect to digest all the details in the training.
The next step is the actual phase of the two, which once again proves the importance of practice in terms of computer learning.
This performance test system is mainly for the REST interface of the system, so to do well, you must master the relevant knowledge, including HTTP protocol, REST interface specification and so on. However, before I did it, I did not let them specialize in learning related knowledge, but at the end of the training, simply mentioned a few concepts. Tell them: go directly, encounter problems, and learn with questions, so that they will be both focused and impressive.
The tempering of the project, coupled with the efforts of the two, two months later, a performance testing system with basic functions was first formed. The two also initially grown into a qualified test engineer, familiar with JMeter. I joked with the two people: "You should be a little bit confident now, I dare say that your current JMeter technology has said that it has exceeded 80% of test engineers."
After listening, the two laughed, it was the kind of smile with a sense of accomplishment.
But in the process of building this performance test system, there are still some regrets.
Because JMeter is powerful, it is not fully satisfied with the specific needs of the project. So I have to develop some plugins in Java. But because the programming foundation of the two people is not very good, and the schedule is tight, the Java programming piece was developed by myself.
But after that, the main function was completed. After the project slowed down, I wanted to give the Java piece to them. So they arranged their system to learn Java, and interspersed several lectures in the middle. The most important thing is that I told them that learning theory is one thing. If you want to learn well, you must combine theory with practice.
Then I pointed out to them that in this performance test system, those Java extensions are currently incomplete, and those advanced features are implemented in Java. And their learning goals are based on the knowledge that the system needs.
...
Three months later, their internship time (half a year) arrived, leaving the company to go outside to find a job.
Frankly, during the past six months, the two people have been deeply impressed by their work (learning) attitude and actual output. I also thank them for their help in the project. So I just want to help them in the end.
So I found the afternoon, I gave a "job training" to the two. It includes some interview techniques and further learning routes. The core is that I help them sort out the skills tree for the past six months. In the current buzzword, it is to create a "personal design."
According to my previous recruitment experience, the company does not expect to recruit a "all-round" person, but to find a useful person, so for job seekers, the key is to maximize their strengths. In a particularly classic sentence in the workplace, that is:
"To let the company know you, you must first know yourself. This is the foundation of personal confidence."
The two people looking for a job, we always keep in touch, and not all of them are smooth sailing, but after hard work and summarization, the two finally got a good offer, including a soft, certain degree, a drop and other big-line manufacturers.
Although the above content has a lot of details, my intention is not to tell an interesting story, but to explain that in the current IT job market, it is only a structural contradiction to find a job. To solve this contradiction, personally, it can only improve personal skills and become a useful and useful person.
Of course, it is necessary to learn to improve skills, but the difficulty is not as unfathomable as many people preach. The key is to have the right approach: have goals, focus, and skills .
The biggest feature of the computer industry is fast: business changes fast, technology is developing fast. This brings great pressure to the practitioners, but also brings infinite possibilities, especially latecomers.
It is because of the fast, resulting in the computer industry, the experience is extremely worthless.
A software engineer's skill stack, in terms of image metaphor, is like an electric drill: the motor is the basic knowledge package (including algorithms, data structures, design patterns, etc.), and the drill bit is a popular language and framework. During the career, the motor will remain relatively stable, but the drill bit must be replaced in a few years. This requires the software engineer to maintain a lifelong learning (changing the drill bit), but at the same time must have a good learning method (know what is the drill bit).
In my own case, from the time I joined the work to the present, the technology I have mastered is still in use, and the rough estimate is at most 30%. At present, most of the technologies I use are new ones in recent years.
Therefore, there is no need to be timid at the end. In the face of new knowledge, whether it is a senior or a new person, everyone is equal. In addition to learning, there is no choice but to progress. Otherwise, the seniors will be eliminated, and the latecomers will fall directly outside the door.
Finally, return to the core of this question: Is learning computers really useless now?
of course not!
In any case, at present, computers are still the top income in all walks of life, and it is also the reality that ordinary families change their destiny through knowledge. But for individuals, to get into the business, you must learn something, and the key to success is that the method is correct .
I haven't seen you for a long time, and talked about a lot of work and life, including career development, industry trends, technological progress, and of course, the recent employment market.
Among them, a friend of a well-known e-commerce department manager said that his department has recently lacked a front end. Three places were given above. After years, he passed at least 100 resumes and more than 30 interviews. Until now. Satisfied only a few districts, and only one of the last offer. The remaining two places, according to this trend, he is almost no confidence.
Speaking of this, a friend who is a front-end technical expert took over the topic and agreed. Because of the technology, so I did not participate in technical interviews, but also lamented that the current candidates are not technical:
"The freshmen talked about the head of the frame, but as soon as they asked a little deeper, they immediately got stuck. And the students will be gone. It is not understandable that some engineers who have been working for several years are still addicted to various shallow technologies. A front-end engineer asked his basic JS closures and memory leaks to be unclear. You said that you are giving an offer."
However, as far as my friends say, I have different opinions and question him:
“Would it be that your request is too high? You have been working for 20 years. With your own standards, it is estimated that no one will be able to fight at the end?”
The friend replied:
"Not so. The current technical environment is different from that of the early years. Now the requirements for the front end are 'big front end', which requires comprehensive skills, but nowadays young people like to 'happy', few people sink. Underestimate the bottom of things."
I think about the following and then ask him:
"Let's do it, I change the angle. Now if you give a new person, you personally guide, half a year, do you think he can be a teacher?"
The friend hesitated, just wanted to say no, I stopped him and asked him to think again.
He thought for a while and answered me and said, "Maybe!"
I asked him why, he said:
"I said that I can, because I have been working for so many years, and I have been in the first line. Of course I know that those are useful, those are useless, those are important, and those are difficult. Moreover, if there is something wrong, I can show him the code. chant!"
I smiled and said, "Look! Not to say that people are stupid, not to think about progress, or the problems of the route and method, especially in the current school, to teach those things, not to catch up with the development of the industry, it is no wonder that people can't learn well! ”
"Maybe it is, but what is wrong with the company? Is it responsible for recruiting people, is it also responsible for training?" The friend waved and said with a smile.
...
Here's another example: two interns I brought with myself.
When interviewing the two interns, the two people were quite unconfident, and they were frank and unable to do their own level, especially programming, so the earlier interviews were not going well. But for me, one of the recruiting positions is an ordinary test engineer, and mainly black box testing, so the requirements are not high. The other project is tight. So, hesitated, and finally left them.
After coming in, I worked for a while, and the two were very sociable, and they all loved learning. At this time, I just had an automated test project in my hands, using Java + JMeter. Because the project is very tight, I want to give this job to the interns.
After consulting the opinions of the two people, it was unexpected that this ordinary development could not be seen as "the corners live", and the two were a bit happy, even thanking me for their trust.
Next, in order to make the work go smoothly, I asked them to spend a week in the rough JMeter, and then told them that there will be a systematic training, and also recommended articles and books.
In the following week, it can be seen that the learning enthusiasm of the two is very high. During the daytime work, the two squatted in front of the computer, and communicated from time to time. After work, others are almost finished, and the two are still debugging in front of the computer.
A week later, before the topic (JMeter) training, I briefly evaluated the learning situation of the two people. Unexpectedly, the situation mastered by the two far exceeds my expectations. The disadvantage is that the focus is not outstanding. Some things are difficult, but they are not important in actual projects. Therefore, in the two days of training, I focused my energy on the difficulty of having “value”. And in my past experience, theoretical study is one aspect, the key is practice, so I don't expect to digest all the details in the training.
The next step is the actual phase of the two, which once again proves the importance of practice in terms of computer learning.
This performance test system is mainly for the REST interface of the system, so to do well, you must master the relevant knowledge, including HTTP protocol, REST interface specification and so on. However, before I did it, I did not let them specialize in learning related knowledge, but at the end of the training, simply mentioned a few concepts. Tell them: go directly, encounter problems, and learn with questions, so that they will be both focused and impressive.
The tempering of the project, coupled with the efforts of the two, two months later, a performance testing system with basic functions was first formed. The two also initially grown into a qualified test engineer, familiar with JMeter. I joked with the two people: "You should be a little bit confident now, I dare say that your current JMeter technology has said that it has exceeded 80% of test engineers."
After listening, the two laughed, it was the kind of smile with a sense of accomplishment.
But in the process of building this performance test system, there are still some regrets.
Because JMeter is powerful, it is not fully satisfied with the specific needs of the project. So I have to develop some plugins in Java. But because the programming foundation of the two people is not very good, and the schedule is tight, the Java programming piece was developed by myself.
But after that, the main function was completed. After the project slowed down, I wanted to give the Java piece to them. So they arranged their system to learn Java, and interspersed several lectures in the middle. The most important thing is that I told them that learning theory is one thing. If you want to learn well, you must combine theory with practice.
Then I pointed out to them that in this performance test system, those Java extensions are currently incomplete, and those advanced features are implemented in Java. And their learning goals are based on the knowledge that the system needs.
...
Three months later, their internship time (half a year) arrived, leaving the company to go outside to find a job.
Frankly, during the past six months, the two people have been deeply impressed by their work (learning) attitude and actual output. I also thank them for their help in the project. So I just want to help them in the end.
So I found the afternoon, I gave a "job training" to the two. It includes some interview techniques and further learning routes. The core is that I help them sort out the skills tree for the past six months. In the current buzzword, it is to create a "personal design."
According to my previous recruitment experience, the company does not expect to recruit a "all-round" person, but to find a useful person, so for job seekers, the key is to maximize their strengths. In a particularly classic sentence in the workplace, that is:
"To let the company know you, you must first know yourself. This is the foundation of personal confidence."
The two people looking for a job, we always keep in touch, and not all of them are smooth sailing, but after hard work and summarization, the two finally got a good offer, including a soft, certain degree, a drop and other big-line manufacturers.
Although the above content has a lot of details, my intention is not to tell an interesting story, but to explain that in the current IT job market, it is only a structural contradiction to find a job. To solve this contradiction, personally, it can only improve personal skills and become a useful and useful person.
Of course, it is necessary to learn to improve skills, but the difficulty is not as unfathomable as many people preach. The key is to have the right approach: have goals, focus, and skills .
The biggest feature of the computer industry is fast: business changes fast, technology is developing fast. This brings great pressure to the practitioners, but also brings infinite possibilities, especially latecomers.
It is because of the fast, resulting in the computer industry, the experience is extremely worthless.
A software engineer's skill stack, in terms of image metaphor, is like an electric drill: the motor is the basic knowledge package (including algorithms, data structures, design patterns, etc.), and the drill bit is a popular language and framework. During the career, the motor will remain relatively stable, but the drill bit must be replaced in a few years. This requires the software engineer to maintain a lifelong learning (changing the drill bit), but at the same time must have a good learning method (know what is the drill bit).
In my own case, from the time I joined the work to the present, the technology I have mastered is still in use, and the rough estimate is at most 30%. At present, most of the technologies I use are new ones in recent years.
Therefore, there is no need to be timid at the end. In the face of new knowledge, whether it is a senior or a new person, everyone is equal. In addition to learning, there is no choice but to progress. Otherwise, the seniors will be eliminated, and the latecomers will fall directly outside the door.
Finally, return to the core of this question: Is learning computers really useless now?
of course not!
In any case, at present, computers are still the top income in all walks of life, and it is also the reality that ordinary families change their destiny through knowledge. But for individuals, to get into the business, you must learn something, and the key to success is that the method is correct .
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