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On 11/17/2014 12:23 PM, Justin (jlec) wrote: |
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> On 17/11/14 12:43, Manuel Rüger wrote: |
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>> On 17.11.2014 11:27, Justin (jlec) wrote: |
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>>> On 17/11/14 11:16, Manuel Rüger wrote: |
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>>>> On 17.11.2014 10:39, Justin (jlec) wrote: |
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>>>>> On 16/11/14 18:19, Mikle Kolyada wrote: After all, i |
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>>>>> noticed, |
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>>>>>> not all new developers understand what they must to do ( |
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>>>>>> i have an example, but it's another discussion) |
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>>>> |
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>>>>> It is crucial that report such things to us so that we can |
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>>>>> guide the mentors more closely. Thanks. |
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>>>> |
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>>>> |
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>>>> I know the recruiters teams is short on time, but feedback |
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>>>> to mentors is really appreciated (at least I do). Maybe you |
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>>>> could push a short mail to the mentors after you set up the |
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>>>> new dev? This could include the recruiter-reviewed quizzes |
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>>>> (so the mentor can diff with the one she or he reviewed. |
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>>>> Better prereviews means less work for the recruiters) and a |
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>>>> note that the mentor has to check the commits of the new dev |
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>>>> in the first month (this should be already known by the |
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>>>> mentor, but a subtle hint doesn't harm. Maybe add some best |
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>>>> practices for that). |
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>>>> |
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>> |
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>>> Hi Manuel, |
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>> |
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>>> when the recruitment is done, you should get notified through |
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>>> the bug tracker and by your mentee that the real business |
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>>> starts. There is not additional mail required. Your mentee also |
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>>> can provide you all the information like fixed quizzes, review |
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>>> session logs etc. |
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>> |
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>>> Justin |
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>> |
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>> |
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>> Hi Justin, |
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>> |
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>> I'm aware of that, but I doubt many mentors will ask their |
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>> mentees for this information, so this becomes a push-vs-pull |
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>> problem. |
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>> |
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>> Looking into the webapp, I get the feeling that mentors have |
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>> different levels of expectations what's an acceptable answer. |
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>> Some accept really brief answers, others "torture" their mentees |
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>> in detail. |
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>> |
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>> I'm sure you as a recruiter know better if my assumption is |
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>> valid. So at least mentors that accept brief answers could profit |
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>> from reading recruiter-reviewed quizzes. An alternative to this |
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>> would be expanding the webapp to show minimal requirements for |
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>> each answer to the mentor. |
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> |
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> Hi Manuel, |
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> |
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> the difference in torture level results in more or less well |
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> prepared mentees. If a mentor is really taking time to go through |
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> everything, the recruitment session with the recruiter are going |
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> very fast. Otherwise we need to explain and teach. |
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> |
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> I don't think a mentor will start on its own to critically review |
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> it's own performance. We would rather need a training/supervision |
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> of mentors including detailed feedback at the end. |
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|
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Whilst that would be nice to have, it also adds another level of |
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bureaucracy and complexity to an already time-consuming process. |
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|
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> |
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> The recruiter a quite understaffed, so I would suggest to organize |
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> as a senior/junior mentor thing. We have really great senior |
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> mentors like swift, who provide always well prepared mentees. Would |
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> is possible to do it that way? |
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> |
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|
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What we can do *at the moment* is to send those recruits who are |
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partially prepared back to mentors. Bouncing them back to mentors is |
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essentially the ultimate way to tell mentors "hey, you did not do a |
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good job here. Try again". Which is not an unreasonable thing to do. |
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Mentors are supposed to be, well, mentors. If the recruit lacks |
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crucial information then you were clearly not a good mentor and either |
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self-improve or ask your recruit to find another mentor. |
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It's harsh, yet I think it's very effective. Recruiters, |
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traditionally, have been very patient trying to "teach" recruits what |
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mentors failed to. Obviously this does not scale very well. |
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|
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Now, again, can we stay on-topic ? Fork this thread if you need to |
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- -- |
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Regards, |
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Markos Chandras |
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