Training of developers 1C-Bitrix: share our approach to the "growing" of personnel
When staff shortages become unbearable, digital companies go their different ways: someone, under the guise of "courses", opens their own forge of personnel, someone comes up with attractive conditions and hangs specialists from their competitors. And what if the first or second does not fit?
That's right - "grow." When a lot of tasks accumulate in the queue, and there is a risk of “overlapping” some projects in the production schedule to others (and at the same time I want to continue to grow in terms of performance), then there is no time for opening universities. But morality doesn’t allow everyone to “steal” personnel from others. Yes, and the path of hunting carries a lot of pitfalls.
We have long decided that we need to go the most optimal way - not to neglect young cadres with little experience, to manage to pick them up from the labor market in time, while they are free, and raise them.
Who are we teaching?
If we take into our ranks all those who have mastered the creation of a resume on HH.ru, then this will be too “broad targeting,” as advertising experts would say. A certain narrowing is required:
- Minimal PHP knowledge. If a candidate declares a desire to develop in the field of web development, but, moreover, has not reached the theory of the most common scripting language, then there is no desire, or it is too “passive” (and will remain so for a long time).
- Passing the test task. The problem is that the candidate’s impression and real abilities are often completely different. A potential employee with zero skills is selling himself well. And those who do not look very interesting at the first stage may have good knowledge. And the only “filter” in this question is the test task.
- Passing the standard stages of the interview.
The entire training process is divided into 3 months, which are a conditional "trial period". Why conditional? Because this is not just an internship, during which the employee passes the test and receives some basic skills. No, this is a complete training program. And at the exit, we get full-fledged specialists who are not afraid to entrust a real client project.
What is included in the 1st month of training:
a) Bitrix theory:
- First acquaintance with CMS.
- Passing courses and obtaining relevant certificates:
- Content manager.
b) The first programming tasks. When solving them, it is forbidden to use high-level functions - that is, those in which certain algorithms are already implemented.
c) Acquaintance with corporate standards and culture of web development:
- CRM - let the employee into our portal.
- Training in internal regulations and principles of work. Including:
- Rules for working with tasks.
- Development of documentation.
- Communication with managers.
d) And only then GIT (version control system).
An important point - we believe that universities go the right way, when they first teach students the principles, and not just any particular languages. Although initial knowledge of PHP is a prerequisite for getting into our training program, it still does not replace the skills of algorithmic thinking.
a) Continuation of the Bitrix theory. Only this time, there are other courses:
- Administrator. Modules
- Administrator. Business.
b) Development of combinatorics. Object Oriented Programming. The complexity of the algorithm, work with objects.
c) Tasks from the Bitrix paid exam - an introduction to the architecture of the framework.
d) Practice - writing your own framework for developing a site with simple functionality. Mandatory requirement - the architecture should be similar to Bitrix. The assignment is overseen by the technical director. As a result, the employee has a deeper understanding of how the system works from the inside.
Pay attention to how smoothly the competencies of an employee develop regarding Bitrix itself. If in the 1st month we taught him the basic things related to administration, then here we are already moving right a step forward. It is very important that the developer can do things that seem at first glance very simple and even “lower” (in the hierarchy of task complexity).
a) Again the tasks from the paid exam.
b) Integration of the layout of the online store on Bitrix.
c) Continuing work on writing your own framework.
d) Small tasks - “combat” practice.
d) And again, GIT.
Throughout this period, a clear record of performance is carried out, a debriefing is conducted with each employee 1 to 1. If someone is behind on a particular topic, then we immediately adjust the training tactics - we add additional materials to the plan, return to poorly learned moments, analyze together specific "snag". The purpose of each analysis is to turn the weaknesses of the developer into strengths.
After 3 months of training, an employee who has completed the entire program automatically receives the status of "junior". What is the feature here? In many companies, the experience of specialists is assessed incorrectly - hence the incorrect name. In the "junior'y" record all in a row indiscriminately. In our country, only those who really have been “in battle” and who are not deprived of a theoretical base are worthy of this status. In fact, such a "junior" may at some points be even stronger than the "middle" of other companies, whose training no one controlled.
What happens to our junior next? He is assigned to a senior developer, who subsequently oversees his work and monitors all important development milestones and project tasks.
Is the working scheme?
Definitely yes. She has already established herself as a proven training program, which is confirmed by experienced (already "grown up") developers. Everything through us passes through it. Everything. And as a result, they turn into experienced combat units for outsourcing development tasks.
We shared our approach. The next step is yours, colleagues. Go for it!