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On June 02 2016 15:03 Morfildur wrote: Speaking of hiring, does anyone have any experience with job advertisements?
We need to hire a programmer as replacement for me since I moved to project management after the previous PM left, but since we're pretty far away from any major population centers - office is 5km south of the danish border - it's pretty difficult finding competent programmers. The few "programmers" we found so far weren't really qualified for any programming job at all.
The local university and news papers didn't work out, neither did the employment office, so are there any job websites or such that worked well for your company?
5 km south of the danish border? You can hire from Denmark, I guess?
I really don't think there is a better option than the local sources like the university. On a national level you have to ask: What does your company offer over another from say, Hanover, that a young professional will consider moving to literally the end of Germany. If you don't have a convincing answer I don't see much of a point to advertise nationally.
Hiring from Denmark is probably not an option because of the wage gap.
On June 02 2016 15:58 zatic wrote: I really don't think there is a better option than the local sources like the university. On a national level you have to ask: What does your company offer over another from say, Hanover, that a young professional will consider moving to literally the end of Germany. If you don't have a convincing answer I don't see much of a point to advertise nationally.
Hiring from Denmark is probably not an option because of the wage gap.
Well, our meetings contain sentences like "Can you open pornhub for a moment"
It's difficult though, the local programmers tend to be god awful at best, but non-free porn doesn't pay as much as it used to, so we can't really offer competent people the money they would earn in Hamburg or Hannover or such and so it's unlikely to convince anyone to move (though it's cheaper to live here, too). At least I now have influence over the wages, so I can make sure that experienced people are paid more than entry level wages, because in the end it still saves money to have a great programmer who finishes stuff in a week than a bad programmer that finishes stuff in a month and produces a mess while doing it.
We'll probably still have to settle with someone who doesn't know the difference between an abstract class and an interface, just to have enough manpower to finish the projects this year.
I live in Austria's 2nd biggest city (which of course isn't big at all) and it's actually impossible to find a c++ developer that has any idea of geometric algorithms and/or photogrammetry. So yeah, I know what you're talking about.
And I'd happily take someone from university but these people just want to code apps for smartphones.
On June 02 2016 15:58 zatic wrote: I really don't think there is a better option than the local sources like the university. On a national level you have to ask: What does your company offer over another from say, Hanover, that a young professional will consider moving to literally the end of Germany. If you don't have a convincing answer I don't see much of a point to advertise nationally.
Hiring from Denmark is probably not an option because of the wage gap.
Well, our meetings contain sentences like "Can you open pornhub for a moment"
It's difficult though, the local programmers tend to be god awful at best, but non-free porn doesn't pay as much as it used to, so we can't really offer competent people the money they would earn in Hamburg or Hannover or such and so it's unlikely to convince anyone to move (though it's cheaper to live here, too). At least I now have influence over the wages, so I can make sure that experienced people are paid more than entry level wages, because in the end it still saves money to have a great programmer who finishes stuff in a week than a bad programmer that finishes stuff in a month and produces a mess while doing it.
We'll probably still have to settle with someone who doesn't know the difference between an abstract class and an interface, just to have enough manpower to finish the projects this year.
Then the only option I see is to look locally for people that appear bright enough to be trained on the job. The reality simply is that excellent programmers can pick and choose where to work, and Porsche Research in Stuttgart sounds and pays a lot better than Internet porn in the most remote corner of Germany.
On June 02 2016 01:09 cSc.Dav1oN wrote: 2- Let's say that the department is fully saturated and someone with an SPT of x applied and you have a worker with an SPT of y. If x > 1.3 * y and person with the SPT of x wants the same amount of salary as the person with the SPT of y gets, then fire the worker with y skill points and hire the worker with x skill points.
Is there nothing to be said for worker y who has been working longer and would therefore has a greater understanding of the business logic?
Hence the multiplier. 1.3x might be lower than what it should be, but we're trying to hire the best people in the market. Also, the multiplier shouldn't be constant anyway, it must be "something plus k*(years of experience in our company)".
On June 02 2016 01:09 cSc.Dav1oN wrote: Hey guys, looking for advise and help
Got a task to make relativly simple "decision making system for personnel rectuitment" (IT industry/company as an example)
Any suggestions how to actualize such task, or maybe some samples?
Take skills of personnel as input, give those skills some points (i.e. javascript is worth 5 points, html is worth 4 so on so forth), multiply that with sqrt of person's experience in the industry, let's call the result SPT.
1- Hire people with highest scores. 2- Let's say that the department is fully saturated and someone with an SPT of x applied and you have a worker with an SPT of y. If x > 1.3 * y and person with the SPT of x wants the same amount of salary as the person with the SPT of y gets, then fire the worker with y skill points and hire the worker with x skill points.
If the system is going to be really simple, then implementing first 2 will make the cut for it. If not:
3- Get past experiences and schools graduated for each people. 4- Get quarterly performance reviews of each people. 5- If an employee performs poorly for 3 quarters and has low SPT and you can have a replacement of at least equal amount of the SPT of the said person, fire the person and hire the replacement. 6- If an employee performs poorly for 4 quarters and you can have a replacement of at least 1.05 times the SPT of the said person, fire the person, hire the replacement. 7- Good performance review increases weight of prior companies and schools graduated of each employee with a factor of 0.015. 8- Bad performance review decreases weight of prior companies and schools graduated of each employee with a factor of 0.015. 9- Change hiring and firing criteria so that, instead of SPT, they now use WSPT, which is SPT * (1 + factors of prior).
thanks, the idea with points is pretty clear
what about UI? maybe WPF + some Webservices?
Just go with react + bootstrap native. Can't go wrong. Javascript has everything there is to it. Plus, you would like your system to work on an OS whose name is not windows, wouldn't you?
Aiming on Win OS actually :D at least with current task. Won't handle JS honestly, but there is seems like an option to make in all simply with visualstudio?
On June 02 2016 15:58 zatic wrote: I really don't think there is a better option than the local sources like the university. On a national level you have to ask: What does your company offer over another from say, Hanover, that a young professional will consider moving to literally the end of Germany. If you don't have a convincing answer I don't see much of a point to advertise nationally.
Hiring from Denmark is probably not an option because of the wage gap.
Well, our meetings contain sentences like "Can you open pornhub for a moment"
It's difficult though, the local programmers tend to be god awful at best, but non-free porn doesn't pay as much as it used to, so we can't really offer competent people the money they would earn in Hamburg or Hannover or such and so it's unlikely to convince anyone to move (though it's cheaper to live here, too). At least I now have influence over the wages, so I can make sure that experienced people are paid more than entry level wages, because in the end it still saves money to have a great programmer who finishes stuff in a week than a bad programmer that finishes stuff in a month and produces a mess while doing it.
We'll probably still have to settle with someone who doesn't know the difference between an abstract class and an interface, just to have enough manpower to finish the projects this year.
Then the only option I see is to look locally for people that appear bright enough to be trained on the job. The reality simply is that excellent programmers can pick and choose where to work, and Porsche Research in Stuttgart sounds and pays a lot better than Internet porn in the most remote corner of Germany.
Well, you can always hire from the rest of the world? Top talent in Germany might be too good to work for a porn company in the upper left corner (or wherever Denmark border is) of Germany, but that won't be the case for top talent in a country in the middle east, africa, SEA (taiwan, vietnam, indonesia, malaysia and such). Then the only issue is to teach them some German and you're all set. Check Times Higher Education, find some shitty countries with top 100/200/whatever universities, aim for their graduates on linkedin. Easy shit. In fact, if my job was to hire people for a software company in Germany (or any other country that can give an eu blue card), I would never ever face a difficulty.
Totally off topic, like absofuckinglutely off topic and shit: The difference between an abstract class and an interface is that an abstract class can contain variables, method implementations (like setters and getters for variables) while an interface can not.
On June 02 2016 01:09 cSc.Dav1oN wrote: 2- Let's say that the department is fully saturated and someone with an SPT of x applied and you have a worker with an SPT of y. If x > 1.3 * y and person with the SPT of x wants the same amount of salary as the person with the SPT of y gets, then fire the worker with y skill points and hire the worker with x skill points.
Is there nothing to be said for worker y who has been working longer and would therefore has a greater understanding of the business logic?
Hence the multiplier. 1.3x might be lower than what it should be, but we're trying to hire the best people in the market. Also, the multiplier shouldn't be constant anyway, it must be "something plus k*(years of experience in our company)".
On June 02 2016 02:14 cSc.Dav1oN wrote:
On June 02 2016 01:47 Djagulingu wrote:
On June 02 2016 01:09 cSc.Dav1oN wrote: Hey guys, looking for advise and help
Got a task to make relativly simple "decision making system for personnel rectuitment" (IT industry/company as an example)
Any suggestions how to actualize such task, or maybe some samples?
Take skills of personnel as input, give those skills some points (i.e. javascript is worth 5 points, html is worth 4 so on so forth), multiply that with sqrt of person's experience in the industry, let's call the result SPT.
1- Hire people with highest scores. 2- Let's say that the department is fully saturated and someone with an SPT of x applied and you have a worker with an SPT of y. If x > 1.3 * y and person with the SPT of x wants the same amount of salary as the person with the SPT of y gets, then fire the worker with y skill points and hire the worker with x skill points.
If the system is going to be really simple, then implementing first 2 will make the cut for it. If not:
3- Get past experiences and schools graduated for each people. 4- Get quarterly performance reviews of each people. 5- If an employee performs poorly for 3 quarters and has low SPT and you can have a replacement of at least equal amount of the SPT of the said person, fire the person and hire the replacement. 6- If an employee performs poorly for 4 quarters and you can have a replacement of at least 1.05 times the SPT of the said person, fire the person, hire the replacement. 7- Good performance review increases weight of prior companies and schools graduated of each employee with a factor of 0.015. 8- Bad performance review decreases weight of prior companies and schools graduated of each employee with a factor of 0.015. 9- Change hiring and firing criteria so that, instead of SPT, they now use WSPT, which is SPT * (1 + factors of prior).
thanks, the idea with points is pretty clear
what about UI? maybe WPF + some Webservices?
Just go with react + bootstrap native. Can't go wrong. Javascript has everything there is to it. Plus, you would like your system to work on an OS whose name is not windows, wouldn't you?
Aiming on Win OS actually :D at least with current task. Won't handle JS honestly, but there is seems like an option to make in all simply with visualstudio?
If there is a match of 4 connected, it pops then the pieces fall down. If the pieces that fall down then another 4 is connected that pops, repeat.
If I implement the chain reaction, what's the best datatype/method to do it? I thought about a 2D matrix to represent the board, but check each x-y value in the 2D matrix. If an x-y value contains a piece, I check each neighbor then recursive call check the neighbor of that neighbor until 4 pieces are connected. That's the less thinking way to do it. Can anyone suggest something better? Maybe implementation in graphs, adjacency list, trees, etc
Yay, Super Puyo Puyo (well same mechanics and looks anyways)!
If your board is of a similar size, you really shouldn't even care too much about that. Do it in a way that is easy to understand. If you do anything that tracks connected pieces, you will have to put in extra work whenever some connected pieces get torn apart because one of them falls down. So to gain any sort of advantage, your alternate method probably would have to be very sophisticated. Likely not worth it.
On June 02 2016 15:58 zatic wrote: I really don't think there is a better option than the local sources like the university. On a national level you have to ask: What does your company offer over another from say, Hanover, that a young professional will consider moving to literally the end of Germany. If you don't have a convincing answer I don't see much of a point to advertise nationally.
Hiring from Denmark is probably not an option because of the wage gap.
Well, our meetings contain sentences like "Can you open pornhub for a moment"
It's difficult though, the local programmers tend to be god awful at best, but non-free porn doesn't pay as much as it used to, so we can't really offer competent people the money they would earn in Hamburg or Hannover or such and so it's unlikely to convince anyone to move (though it's cheaper to live here, too). At least I now have influence over the wages, so I can make sure that experienced people are paid more than entry level wages, because in the end it still saves money to have a great programmer who finishes stuff in a week than a bad programmer that finishes stuff in a month and produces a mess while doing it.
We'll probably still have to settle with someone who doesn't know the difference between an abstract class and an interface, just to have enough manpower to finish the projects this year.
I'm pretty shocked you couldn't find someone from a university to fill your needs. What did you interview them on? Sounds like you just need a web developer with some database knowledge.
On June 02 2016 15:58 zatic wrote: I really don't think there is a better option than the local sources like the university. On a national level you have to ask: What does your company offer over another from say, Hanover, that a young professional will consider moving to literally the end of Germany. If you don't have a convincing answer I don't see much of a point to advertise nationally.
Hiring from Denmark is probably not an option because of the wage gap.
Well, our meetings contain sentences like "Can you open pornhub for a moment"
It's difficult though, the local programmers tend to be god awful at best, but non-free porn doesn't pay as much as it used to, so we can't really offer competent people the money they would earn in Hamburg or Hannover or such and so it's unlikely to convince anyone to move (though it's cheaper to live here, too). At least I now have influence over the wages, so I can make sure that experienced people are paid more than entry level wages, because in the end it still saves money to have a great programmer who finishes stuff in a week than a bad programmer that finishes stuff in a month and produces a mess while doing it.
We'll probably still have to settle with someone who doesn't know the difference between an abstract class and an interface, just to have enough manpower to finish the projects this year.
I'm pretty shocked you couldn't find someone from a university to fill your needs. What did you interview them on? Sounds like you just need a web developer with some database knowledge.
We didn't get many applications to begin with despite posting on the university's official job board.
I think most students want to get away from this city as soon as they graduate since it's really at the end of nowhere and there are many cities with better wages, better entertainment and such and, since we're looking for something full time, we can't take people that haven't graduated yet for the open positions. The people that want to stay can take jobs across the border in Denmark where the pay is better due to less deductions for social services and stuff. The Danish companies near the border prefer German employees since those tend to be better qualified than the Danish counterparts in this region, so the demand is fairly high. We only had one interview and that person was, well, not what we were looking for, to put it nicely.
We pretty much do only need an average web developer with some database knowledge, so I'm surprised by the lack of applications myself. However, I haven't actually seen the job offer myself, that was done by someone else, so I don't actually know what they wrote into that.
On June 02 2016 15:58 zatic wrote: I really don't think there is a better option than the local sources like the university. On a national level you have to ask: What does your company offer over another from say, Hanover, that a young professional will consider moving to literally the end of Germany. If you don't have a convincing answer I don't see much of a point to advertise nationally.
Hiring from Denmark is probably not an option because of the wage gap.
How high is the wage gap between Denmark and Germany?
On June 02 2016 15:58 zatic wrote: I really don't think there is a better option than the local sources like the university. On a national level you have to ask: What does your company offer over another from say, Hanover, that a young professional will consider moving to literally the end of Germany. If you don't have a convincing answer I don't see much of a point to advertise nationally.
Hiring from Denmark is probably not an option because of the wage gap.
How high is the wage gap between Denmark and Germany?
It's not really Germany in general, but rather the sparsely populated far northern part of Germany and the southern area of Denmark and the difference is often around 500-2000 Euro a month before taxes, which is also more after taxes if you work for a Danish company compared to a German company since Germany does have a lot of deductions on wages.
Totally off topic, like absofuckinglutely off topic and shit: The difference between an abstract class and an interface is that an abstract class can contain variables, method implementations (like setters and getters for variables) while an interface can not.
That's not a black and white question though. You have to ask what language interface are you talking about. Did you know Java 8 (which is pretty old at this point) can have default methods for the reason that having interfaces NOT have any method makes it very difficult to ever add a method to an interface, else you have to update every implementation of it.
Java 8 is pretty old by know so it's good to take a look and see what's changed in the language beyond the obvious stream interface and lambdas, and see what's coming in Java 9!
I guess it's still true in C#/php at least, not sure what other langauges have the idea of interfaces.
On June 02 2016 15:58 zatic wrote: I really don't think there is a better option than the local sources like the university. On a national level you have to ask: What does your company offer over another from say, Hanover, that a young professional will consider moving to literally the end of Germany. If you don't have a convincing answer I don't see much of a point to advertise nationally.
Hiring from Denmark is probably not an option because of the wage gap.
How high is the wage gap between Denmark and Germany?
It's not really Germany in general, but rather the sparsely populated far northern part of Germany and the southern area of Denmark and the difference is often around 500-2000 Euro a month before taxes, which is also more after taxes if you work for a Danish company compared to a German company since Germany does have a lot of deductions on wages.
Actually Denmark has higher deduction from gross wage (I believe the highest in the world?), but average net income is still considerably higher in Denmark in general. If anything you want to live in Germany and work in Denmark, not the other way around.
For some reason, myMutexIn and myMessageQueueIn remain nullpointer and attempting to use lock() / unlock() results in a segmentation fault (according to netbeans). I don't delete or reasign myMutexIn anythwere else, I didnt even set it to a nullptr anywhere.
Before this, I made a small example on windows using visual studio that looks somewhat the same and works fine:
container* myContainer = new container(); std::mutex* myMutex = new std::mutex(); class1 c1(myMutex, myContainer); class2 c2(myMutex, myContainer);
EDIT: It seems like the threads arent saving the attirbutes of the classes they execute. Also got another class without using std::thread which uses the same objects and can call lock()/unlock() just fine.
For the time being I will work with class attributes as a workaround since time is running out.
On June 02 2016 15:58 zatic wrote: I really don't think there is a better option than the local sources like the university. On a national level you have to ask: What does your company offer over another from say, Hanover, that a young professional will consider moving to literally the end of Germany. If you don't have a convincing answer I don't see much of a point to advertise nationally.
Hiring from Denmark is probably not an option because of the wage gap.
Well, our meetings contain sentences like "Can you open pornhub for a moment"
It's difficult though, the local programmers tend to be god awful at best, but non-free porn doesn't pay as much as it used to, so we can't really offer competent people the money they would earn in Hamburg or Hannover or such and so it's unlikely to convince anyone to move (though it's cheaper to live here, too). At least I now have influence over the wages, so I can make sure that experienced people are paid more than entry level wages, because in the end it still saves money to have a great programmer who finishes stuff in a week than a bad programmer that finishes stuff in a month and produces a mess while doing it.
We'll probably still have to settle with someone who doesn't know the difference between an abstract class and an interface, just to have enough manpower to finish the projects this year.
I'm pretty shocked you couldn't find someone from a university to fill your needs. What did you interview them on? Sounds like you just need a web developer with some database knowledge.
We didn't get many applications to begin with despite posting on the university's official job board.
I think most students want to get away from this city as soon as they graduate since it's really at the end of nowhere and there are many cities with better wages, better entertainment and such and, since we're looking for something full time, we can't take people that haven't graduated yet for the open positions. The people that want to stay can take jobs across the border in Denmark where the pay is better due to less deductions for social services and stuff. The Danish companies near the border prefer German employees since those tend to be better qualified than the Danish counterparts in this region, so the demand is fairly high. We only had one interview and that person was, well, not what we were looking for, to put it nicely.
We pretty much do only need an average web developer with some database knowledge, so I'm surprised by the lack of applications myself. However, I haven't actually seen the job offer myself, that was done by someone else, so I don't actually know what they wrote into that.
Can you pay more then? That is one of the big deciding factors of a company's ability to attract/poach talent in my city...
Another option may be to up and move HQ to a different city, if finding people is such a problem.
For some reason, myMutexIn and myMessageQueueIn remain nullpointer and attempting to use lock() / unlock() results in a segmentation fault (according to netbeans). I don't delete or reasign myMutexIn anythwere else, I didnt even set it to a nullptr anywhere.
Before this, I made a small example on windows using visual studio that looks somewhat the same and works fine:
container* myContainer = new container(); std::mutex* myMutex = new std::mutex(); class1 c1(myMutex, myContainer); class2 c2(myMutex, myContainer);
EDIT: It seems like the threads arent saving the attirbutes of the classes they execute. Also got another class without using std::thread which uses the same objects and can call lock()/unlock() just fine.
For the time being I will work with class attributes as a workaround since time is running out.
Was it your idea to allocate objects on the heap (new mutex, new container, etc)? If it's yours or your teacher's, you should know it's bad practice. Always prefer stack memory unless you have a reason not to. By avoiding heap memory, you are less likely to have memory leaks. Also, it's usually recommended that you use std::async over std::thread for asynchronous tasks.
EPT
