The introduction

Now in the spring recruitment period, all kinds of gluten emerge in an endless stream, but basically are hard power experience, in fact, the interview is also a basic test of the talent’s coding ability. However, soft power is also a very important link of inspection. In the case that the hard power of candidates is not far apart, the leader will give priority to the talents with strong soft power. So how to answer these questions (which gluten rarely answers)? After sleepless nights, I produced this article. I hope you can discuss it together.

What is soft power

When I first saw this word, I had a vague sense of what it meant, but I don’t know if you do. So let’s take a look at the encyclopedia. It’s a long one, so LET me summarize it briefly:

Anything that can't be proven can be your soft power. Soft skills may not pay off right away, but they can go a long way in your career.Copy the code

Here are some examples of soft power common to software engineers 🌰

  • Communication skills: How to express yourself in a way that makes it easier for others to understand you and accept your ideas
  • Responsibility: After finishing a project, don’t throw it away. Think about how you can do it better
  • Execution: always talking about ideas, not falling into practice, not to implement, will never have results
  • Personal influence: personal work attitude, learning methods, outlook on life, to help others, have a role
  • Time management skills, etc…

After looking at these examples, do you feel that there are several people around you whose ability model matches well? Is one of them your boss? (Not flattering)

Let’s say you are the team Leader

From the above examples of soft power, it can be found that Leader is a good benchmark, so let’s switch the perspective and think about some soft power problems in the interview from the perspective of leaders.

The meaning of this transformation perspective is that we should not only look at problems from their own development, but also from the impact on the team and department to answer these questions, which expands our thinking of answering questions, namely, the overall situation.

Q1: How do you see the future of the front end?

A1: In the school recruitment, I remember a very deep question. At that time, I answered that the front-end might not be programmed manually in the future, but instead AI programming.

Then, from the perspective of leadership, what development will affect the situation of my team in the future?

  • First and foremost is the development of the technology stack, and the answer of our school is also in this range. This determines how the team I lead completes the requirements project.
  • The scope of front-end influence, from HTML pages, front-end development to Android, IOS, Node, small programs, fast applications. As there will be more areas of development on the front end, we need to evaluate whether all or some of the team members must have these capabilities in light of the actual business needs. Or is it just technology sharing, interest sharing to improve people’s cognitive breadth?
  • Rate of growth: You need to keep track of what’s going on at the front end and assess how much incremental enhancement and graceful degradation you’re doing. The first thing to do is to make sure that no user service becomes unavailable due to the front end iteration (technology stack, client, etc.). And evaluate the need for reengineering old projects, expected benefits, time costs, etc.

Q2: What do you think are the core values of a front-end developer?

A2: The previous answer is that the front end has always been at the forefront of technology. Our front end engineers play more roles in exploring the application of new technologies.

Then, from the perspective of leadership, what is the role of front-end engineer in the whole department and what role should it play?

  • Demand sensitivity: Front-end engineer is one of the workers “closest” to the user (and close to the user and product, design students). We are a ruler of a demand, grasp whether the demand, interaction is reasonable, technology cost and benefit evaluation.
  • User information provider: same as above, the front end is closest to the user, so it should also understand the user most. How to understand users, this requires the collection of various user operation habits data, such as the click frequency of a button, a page PV and so on. Front-end engineers need to provide a powerful buried point collection function to facilitate PM statistics, thinking about the problems generated by data feedback, and promoting project iteration.

Switched perspective to look at these open issues, will find that the point of thinking is actually quite many, also very interesting, my mother is not afraid of my mouth!

If I really become a Leader

Start the text (manual funny)! With the accumulation of experience brought by time, I believe that most people will go to the path of Leader. Then how can we lead a good team when we really become a Leader?

Similar to the three steps to put 🐘 into the refrigerator, I think I will also take three steps when I become a Leader

  1. Determine what kind of team I want to lead (clear goals)
  2. With such a team, what are the problems now (solve the current problems first, then think about the future)
  3. How to solve these problems

Let’s look at these problems step by step

What kind of team should I bring

The first is: is the team more business oriented or more technology oriented? (Emphasis only, not just technology or business)

The second is: what is this team capable of?

The third point is: what is the goal of this only for the team?

From these three points to think 🤔, I will lead a technical team that can only complete the cross-end capability. The short-term goal is to make the whole company recognize our team’s output, and the ultimate goal is to build a front-end team as famous as Qiwu.

Why technical type:

  1. Doing business, it is easy to have the feeling of water workers who screw, reduce the sense of accomplishment of team staff
  2. Technical output, it is easier to help my team members to report output
  3. Find more veterans in the business team…
  4. Business team, easy to produce manpower shortage, but refused to recruit. The reason may be that the sense front end only does interactive logic and doesn’t need too many people. After all, I’m not the boss. I don’t know what the boss thinks. (Asked two or three departments are like this, may be our company management style?)

Why this goal? To be a man, you should have dreams. There is no difference between a dream and a salted fish.

What’s wrong with technical teams

  1. Technical teams tend to get complacent that what they produce is not as good as expected
  2. For technical teams, it is difficult to ensure that certain projects are completed on time, and it may take 3-4 days to solve a pit.
  3. For a company, the most important thing is the economic benefits brought by the team. Without sufficient business output, it is difficult to ensure that the technical team is transformed into a business team

How to solve

  1. Demand research time is longer, research methods must be more in-depth. How to go deep? For example, if it is a cross-department construction tool, we have to go to each department to “interview” their construction methods of each project, and inevitably join their development to find out the real pain points of the business side.
  2. As above, extend the time of technical investigation to ensure the probability of trampling pits and leave a reasonable time buffer.
  3. This can not guarantee the above two problems can be solved, so once the above two problems occur, it is necessary to review the project, sum up the gains and losses, output records, determine the next development direction, and will not step on the same pit.
  4. According to the complexity of business, specify the proportion of business and technical project personnel to participate, the default 3:7, to ensure service output. Move people to work on business and technical projects to ensure they have a good understanding of each project. However, everyone should be the owner of one or two projects or more, prompting students to think about the optimization and development direction of the project in the future.

conclusion

Although it is an idea I tried to solve the problem after watching various gluten, it may be more a reflection and cognition of my career and leading the team in the past two years.

Finally, my personal knowledge is limited, so I may have some unrealistic ideas. You can comment and exchange your ideas, thank you ~