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I am sending this on behalf of idella4, as he can't send to the list at |
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this time. Just so you know :D |
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On Thu, 5 Feb 2015 07:56:41 +0100 |
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Michał Górny <mgorny@g.o> wrote: |
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> Hello, everyone. |
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> |
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|
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... |
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|
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> It's finally time to discuss some of the recruitment issues. |
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|
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ooh is it. again, again, again.... ?! |
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|
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> It's not |
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> a new complaint that the process is time-consuming and discouraging to |
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> our contributors. |
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|
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indeed no |
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|
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> We have a pretty low number of new recruits [well, |
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> we could definitely have a higher number!] and too often they resign |
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> in the process. |
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> |
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> As I see it, the main issue are ebuild quizzes. They are very time- |
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> consuming and discouraging. It's like filling a quiz with relatively |
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> simple questions where answers need to fit a key, and you have to tell |
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> the recruit to fill in the missing bits a few times just to help him |
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> get further. |
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> |
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> I myself attempted ebuild quiz twice, because the first time I simply |
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> ended up not having the time for it. My late recruit was making slow |
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> progress, and recently vanished -- hopefully only because he doesn't |
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> have will for that anymore. As I see it, the disadvantages outweigh |
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> the benefits here. |
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|
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Well so far we have |
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|
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"I totally agree, and I have been saying that for years" |
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and |
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"I thought the quizzes were kind of fun. They took a little while, but" |
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|
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and |
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"The quizzes are already relatively easy," |
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the morale here being something I learned in the early stages of the |
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education stream of my degree back in the day. Give the same task to |
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different people and there are different reactions and approaches. So |
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don't go trying to generalise on how mentorees cope or fail to adapt. |
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There are as many different responses as there are mentorees. However |
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let's not dismiss individual view on this outright. The collective is |
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after all made of each individual's input. We find some common factors |
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here; time available and time invested by a mentoree, and a mentoree's |
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overall motivation. |
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|
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The task for any mentor is to get a firm handle on a mentoree's skills, |
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knowledge, motivation, area(s) of interest and even more. A mentor |
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need know who and what he is working with, then achieving the tasks to |
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achieve final goals then starting falling into place with relative ease. |
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|
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> |
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> I have discussed this with kensington and a few Council members |
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> (unofficially), and we came up with following ideas: |
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> |
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> 1. remove or reduce the ebuild quiz to a reasonable number of |
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> questions. In other words, make it bearable. Focus on the stuff that |
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> can't be checked otherwise. |
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> |
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> 2. Add an extra contribution period in which the candidate commits to |
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> the tree through Pull Requests. Developers watch the requests, review |
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> them and decide when the recruit is ready. We may extend this with |
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> requirements like '3 different developers must review late activities |
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> and evaluate them'. |
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> |
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> 3. Possibly extend the recruit-recruiter interaction. Rather than |
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> treating the interrogation as some kind of final confirmation, make it |
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> a small extra part of the learning process. In other words, reduce |
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> the other parts, fill in the blanks here. |
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> |
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> What do you think? |
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> |
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|
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|
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This reads like yet another sample of "hey I found this works for me so |
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let's make it for everyone 'cause I, actually, we, think it's good." |
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Shaded of 'let's rid herds'. After all if it works well in our broad |
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scope, well, let's make it global. |
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|
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The point here is that getting devs into the gentoo community means |
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playing the numbers game. I have 2 mentorees both of whom I have I |
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don't see ever getting there. One has more insight and savvy about |
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portage than most devs but appears content doing what he does as a user |
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within the comfort of his overlays. He also has himself horribly over |
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stretched, but then he'd make a good dev. The disinterest and lack of |
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preparedness of a mentoree to sink in the time and effort to |
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prepare for final review sees them self select themselves out of |
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contention. The focus of importance has been touched upon lately, which |
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is mentoring. A senior dev posted an email months ago about making a |
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wiki page pairing keen users with would be mentors, and last I asked he |
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never did it because of the time factor. surprise surpise. The |
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proxy-maint project to me is an obvious path of assistance in this |
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topic, a project I just recently joined and am still 'getting into'. |
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|
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I suggest you all re-read the reply by Markos to this thread. He |
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illustrates some key principles as an exp recruiter; |
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a) the task of recruiters is to pass someone equipped to handle a |
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number of generic tasks and responsibilities in the gentoo project, not |
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just those he or she likes and is working in and on. They need a view |
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of the bigger picture to be a dev, not just 1 or 2 little ones. |
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GET OVER IT. |
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|
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b) The time consumed in a recruiting session is defined mostly in a |
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mentoree's under preparation. The recruiter it seems ends up playing |
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part mentor during a final review. |
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I was bounced back to my mentor by Markos in final review, so I know |
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about being under prepared. Markos was quite right in doing so at the |
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time too. There was nothing he said I needed to know about that |
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I didn't actually need to know about. Being prepared to become dev was |
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never easy. Some may make it look easy but remember you can't |
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generalise. For those who do, nice for them and that's all. |
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If the recruiting process needs anything, it needs a search engine for |
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the dev manual. The wiki pages has one I think. Finding something you |
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know to be in there in the dev manual is up there as the biggest time |
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consumer of all. |
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|
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|
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-- |
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kind regards |
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Ian Delaney |
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|
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-- |
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Matthew Thode (prometheanfire) |