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Sunset sun from the Sanctuary of the Virgen de Oro (Álava)
1 ª (f / 7, 1/200s, ISO 100, exposure compensation. 0, focal 100mm)
2 nd (f / 7, 1/125s, ISO 100, compensation of expo. 0, focal 100mm)

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"Systems Engineering or Computer?

Here is the link to a note by the engineer Carlos Tomassino with the difference in opinion between Systems Engineers and Computer Engineer

The note can read it here and I leave consideration

Today, as old professor at NTU, I'm holding my primitive idea, the systems to manage, process, Information for the construction of the software product. Linked to the race Systems Engineering in CAECE and supporter of causes that seem lost, but have the noble purpose of clarifying, I would refer back to the discussion the idea: We argue again (even with the distinctions that performs the ACM) if this is a fact that must be remedied in the near future, so ill-defined soft tissue engineering, back to what it was thought at the time of its creation.

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The software development industry in newspapers

I leave the links to two notes from page 12 on the industry.

Here are some facts:

In the past six years software industry increased its production by 278 percent ; its exports by 256 percent and the employment level by 240 percent.

So

became the fastest growing manufacturing sector between 2004 and 2010.

The industry consists of over 1500 SMEs and international corporations twenty .

have higher wage levels by 35.5 percent to the average private sector registered.

The unemployment rate is zero and there is more demand than supply of workers.

The most dynamic is the video game: since 2004 increased 900 percent foreign sales, employment grew 256 and billing, a 642 per cent. There are 165 companies engaged in this activity, employing over 12 thousand people, with an average of 27 years of age.

I leave you to read these two notes



THE BOOM OF THE SOFTWARE INDUSTRY http://www.pagina12.com.ar/diario/suplementos/cash/ 17-5023-2011-03-13.html

SPECIAL labor market dynamics http://www.pagina12.com.ar/diario/suplementos/cash/subnotas/5023-941- 2011-03-13.html

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The soft skills interview and assessment of personal characteristics

We retaken topic of softer skills or characteristics. However, since at least think a while about what personality traits should or should not be candidates to fill a position in the area of \u200b\u200bsystems (take for example a developer), I take a step further.

Let the interviews .

Here we must remember that we touched on the questions like "What is your greatest strength?" we usually hear interviewers.

With all that in the balance and so as my spirit is never destructive criticism of either side of the counter on this to select individuals to fill positions in a company, but if put on the table some issues that I believe impair this process, I share this idea with you.

How far can confirm an interview respondent's personal characteristics?

To illustrate my concern I give you some examples

(Case 1) If a selector X works for a company seeking employees. Employees provide services in the company, the selector is employed by the company. Meet the vision and mission the company and the characteristics of the equipment which will incorporate a person. Know that (for example) a team needs people hermit who is not too communicative, but did not last long due to the characteristics of employment and people who are already part of that team. Adding people to the company / team to this switch should be easily identifiable and measurable. If the selector has specific skills, tools and techniques to detect personal characteristics or soft skills, decide whether your subject passes or fails, the assessment being done. You may want to investigate some special points.

In hand (Case 2), if a selector is an external consultant selection for the company X, you might know as clear (or not) as the internal employee, the characteristics that are sought in the company, the team and the position to cover. Should have done a fine job and detail of the survey. If you have a candidate against itself can also be evaluated in the context of what the company X needs.

extremísimo In (Case 3), if I am a personal selector is faced with whether a respondent who has applied spontaneously to fill positions in a profile (for example) JAVA developer. And in my wallet I have N positions to cover for that profile, different clients. Each client with their culture, vision and mission businesswoman each client with quantity projects where each project is a world and every project seeks personality profile different (creanme passing). Ahi my work evaluating if the candidate CUMPLE or not certain characteristics. If not, try to detect personality traits to go match with the team that best lead their personality and where better he feels performing tasks.

I've seen reviews of selectors who talk 15 minutes with a candidate in those 15 minutes go over your history of education and employment (CV), we do 3 questions and put in the summary sheet of the interview "No call, hyperactive."

If that switch is in case 1 or 2, hyperactive personality may be counterproductive to what you're looking and does not want to move. In case 3, is a mistake to evaluate how NO Callable ('m making too many words already) a candidate with certain personal property as is perhaps just what a client / project / equipment required.

be surprised how many opportunities lost by selector incorrectly described as ( tabular results of the interview with generalizing conclusions ) and even more if the tabulation is consumed by other selectors the same team in search of candidates for other orders.

By this I argue that, even when an interviewer with years of experience (and I did my math teacher in high school, knew the note of a student by how he rose from the bank to give a lesson) can do certain deductions personality interviewee very successful, competencies soft very (sorry obviousness) subjective. We are interviewing people who work in an area (SYSTEMS) where until recently and even today in many roles, speaking is not the greatest performance. Be inferred from those of the candidate certain things, is wrong?.

In a market where it is not easy to find candidates for these are consistent personal (not to speak technically) a requirement ... have clear role to play in the chain of contacts between the jobseeker and the company looking for an employee.

• Would you ever passed, standing in front of an interviewer and consider questions about the personality and the answers they gave were not being truly evaluate the personality of you?

• Do they went to interview someone and was not able to detect whether or not the person for a team personality traits demonstrating in the interview?

• How far can confirm an interview respondent's personal characteristics?