blocks|key|1139281|text|伟大的开发人员也曾经没有经验。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|1139282|伟大的开发人员不仅昂贵，而且很难找到。因此，如果你有一个高质量的筛选和招聘流程，招聘入门级的开发人员可能是找到那些新来的人并将他们变成优秀开发人员的好方法。|entityMap^0|0^^$0|@$1|2|3|4|5|6|7|E|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|F|8|@]|9|@]|A|$]]]|D|$]]

Great developers once had no experience, too.

Great developers are not only expensive but also hard to find. So, if you have a high-quality screening and hiring process, hiring entry-level developers can be a great way to find those up-and-comers and turn them into great developers.

blocks|key|4880506|text|还有很多其他原因：|type|unstyled|depth|inlineStyleRanges|entityRanges|data|4880507|培养你自己的才能。有时候，雇用一个入门级的人并对他们进行你所需要的技术和任务方面的培训会更容易。|unordered-list-item|4880508|找到一个入门级的人比找一个老的人花费的时间更少。|4880509|补充你的劳动力。当许多开发人员在一家公司工作时，他们通常不会编写那么多代码。需要有人来填补这一空白。|4880510|节省时间。即使一个高级开发人员还在编写代码，他们也很可能没有时间做任何事情。他们需要委托，因此他们需要有人委托。|entityMap^0|0|0|0|0^^$0|@$1|2|3|4|5|6|7|L|8|@]|9|@]|A|$]]|$1|B|3|C|5|D|7|M|8|@]|9|@]|A|$]]|$1|E|3|F|5|D|7|N|8|@]|9|@]|A|$]]|$1|G|3|H|5|D|7|O|8|@]|9|@]|A|$]]|$1|I|3|J|5|D|7|P|8|@]|9|@]|A|$]]]|K|$]]

There are plenty of other reasons:

<ul>
<li>Growing your own talent. Sometimes it's easier to hire an entry level person and train them in the technologies and tasks you require.</li>
<li>It takes less time to find an entry level person than a Sr. person.</li>
<li>Replenish your work force. As many developers move up in a company, they often times don't write as much code. Someone needs to be available to fill this gap. </li>
<li>Time savers. Even if a Sr. dev is still writing code, chances are they don't have time to do everything. They need to delegate, thus they need someone to delegate to. </li>
</ul>

blocks|key|4880395|text|按照您和您的方法所允许的方式培训下一组开发人员。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|entityMap^0^^$0|@$1|2|3|4|5|6|7|C|8|@]|9|@]|A|$]]]|B|$]]

Train the next set of developers the way you and your methods allow.

blocks|key|4880472|text|如果你只需要一个人来做繁重的工作，你为什么要雇一个高级程序员呢？|type|unstyled|depth|inlineStyleRanges|entityRanges|data|4880473|就我个人而言，如果我是一名高级程序员，被要求整天只做简单的工作，我就会辞职。|entityMap^0|0^^$0|@$1|2|3|4|5|6|7|E|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|F|8|@]|9|@]|A|$]]]|D|$]]

Why would you hire a senior programmer if you only needed someone to do grunt-work tasks? 

Personally if I were a senior programmer that was asked to do nothing but simple tasks all day I'd quit.

blocks|key|4880411|text|有时候，你有一些任务需要做，但不需要经验丰富的程序员。作为一名程序员，这些任务往往是重复的，也不是很有意义，但是对于新雇用的人来说是很好的。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|4880412|对于那些可以被教导的人，也有一些考虑。通常情况下，一个经验丰富的程序员，他并不是很资深，但显然不是一个新的雇员，他会获得一些经验，但却没有成功地摆脱“我已经知道了一切”、“为什么我应该改变”、“我不喜欢学习新的方式”的态度，而这种态度在新的招聘中不会流行。|entityMap^0|0^^$0|@$1|2|3|4|5|6|7|E|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|F|8|@]|9|@]|A|$]]]|D|$]]

Sometimes you have tasks that require doing but don't require the breadth of experience a more seasoned programmer will have. These tasks are often repetitive and not very meaningful as a programmer but are good for new hires cutting their baby teeth.

There are also considerations regarding people who can be taught. Often an experienced programmer who is not quite senior yet clearly not a new hire will have gained some experience yet has not managed to shed the "I already know everything", "Why should I change", "I don't like learning new ways" attitudes that you won't find prevalent in a new hire.

blocks|key|1139352|text|新想法？他们在大学教的东西一直在变化，很可能是你雇佣的刚毕业的人有一些你的经验丰富的程序员不会考虑的想法，因为他们被困在了某种思维方式中。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|1139353|利他主义，我认为任何一家公司都应该明白，我们都是从某个地方开始的，如果我们没有起步，我们就不会继续做开发人员。|1139354|廉价劳动力，招聘毕业生不仅可以获得廉价劳动力，还可以促进与当地大学的关系，甚至还能以暑期实习的形式带来更便宜、甚至更便宜的劳动力(不过，我不同意不给他们报酬)。|1139355|当你只需要一把铲子的时候，不付挖掘机的钱，如果你需要一个厕所，为什么要为一个挖掘机支付数千美元，当你可以用铲子得到一个便宜货的时候。当然，用铲子的平民可能会发展到成为挖掘机的地步，但在那之前，为什么要付钱呢？|1139356|同样，经验丰富的开发人员可能对他们认为是卑微的东西感到厌烦，因为最近的毕业生可以从中学到很多东西。|entityMap^0|0|0|0|0^^$0|@$1|2|3|4|5|6|7|K|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|L|8|@]|9|@]|A|$]]|$1|D|3|E|5|6|7|M|8|@]|9|@]|A|$]]|$1|F|3|G|5|6|7|N|8|@]|9|@]|A|$]]|$1|H|3|I|5|6|7|O|8|@]|9|@]|A|$]]]|J|$]]

Fresh ideas? the stuff they teach at university is constantly changing, it could well be that the recent graduate that you jsut hired has some ideas that your seasoned programmers wouldn't consider because they are stuck in a certain way of thinking.

Altruism, I think any company has to appreciate that we all start somewhere, and if we don't get a start then we don't carry on being developers.

Cheap labor, not only does having a graduate recruitment get your cheap labour it can also foster relationships with local universities and lead to even cheaper if not free labor in the form of summer internships (I don't agree with not paying them though).

Not paying for a digger when all you need is a shovel, if you need a latrine dug why pay thousands for a digger, when you can get a pleb with a shovel. Sure the pleb with the shovel might advance to the point of being a digger, but until that point why pay for it.

Also experienced devs might get bored with stuff that they consider menial where a recent grad can learn an awful lot form it.

blocks|key|1139368|text|我不知道这是不是真的(但大约10年前)，在政府订约的世界(可能还有其他行业)，这些公司雇佣新毕业生会被减税。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|entityMap^0^^$0|@$1|2|3|4|5|6|7|C|8|@]|9|@]|A|$]]]|B|$]]

I don't know if it's true anymore (but was around 10 years ago) in the government contracting world (probably other industries also) the companies get tax write offs for hiring new grads.

blocks|key|1139297|text|我们需要有人做样板工作，他们需要经验。|type|unordered-list-item|depth|inlineStyleRanges|entityRanges|data|1139298|我们可以教他们良好的习惯，并通过一些努力，在几年内找到一个好的程序员。|entityMap^0|0^^$0|@$1|2|3|4|5|6|7|E|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|F|8|@]|9|@]|A|$]]]|D|$]]

<ul>
<li>We need someone to do the boilerplate stuff, they need experience. </li>
<li>We can teach them good habits, and with some tries get a good programmer in a few years.</li>
</ul>

blocks|key|4880788|text|我为之工作的公司雇用“入门级”是因为一个具体的原因。它最成熟、最赚钱的产品都是在第三方框架下开发的，没有人听说过，也没有人会花时间去学习。该职位被宣传为没有经验或学位要求，因为所有的培训将在内部提供给有学习愿望的人。这也是一个借口，支付可悲的低工资，这是有效的，因为几乎没有风险，这些新程序员采取他们新获得的技能在其他地方。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|entityMap^0^^$0|@$1|2|3|4|5|6|7|C|8|@]|9|@]|A|$]]]|B|$]]

The company I work for hires "entry-level" for specifically one reason. Its most mature and profitable products were developed on a 3rd-party framework that nobody has heard of or would spend the time learning otherwise. The position is advertised as no experience or degree required, as all the training will be provided in-house to people with the desire to learn. It's also an excuse to pay pathetically low salaries, and it works since there is practically no risk of these new programmers taking their newly acquired skills somewhere else.

blocks|key|4880438|text|很多公司想要的是一个人，他们可以培养一个能塑造自己的人来做他们想做的事情，而不是其他公司做事情的方式。此外，这些职位倾向于承认，由于缺乏经验，会出现一段学习曲线，而公司对此也没意见。公司本质上相信，随着时间的推移，这个人最终会成为公司的一笔很好的资产。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|entityMap^0^^$0|@$1|2|3|4|5|6|7|C|8|@]|9|@]|A|$]]]|B|$]]

A lot of companies want someone whose mold-able who they can train to do things the way they want, not the way some other company did things. Also these positions tend to acknowledge that theres going to be a learning curve due to lack of experience and that the company is ok with that. The company is essentially trusting that that individual will eventually become a really good asset to their company over time.

blocks|key|1139406|text|很多时候，在一张空白的纸上画画比更新现有的草图容易得多。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|1139407|在软件中，这通常被称为绿地开发和浏览器开发。|entityMap^0|0^^$0|@$1|2|3|4|5|6|7|E|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|F|8|@]|9|@]|A|$]]]|D|$]]

Many times it is easier to draw on a blank piece of paper than to update an existing sketch.

In software this is generally called greenfield vs brownfield development.

blocks|key|1139446|text|如果做得好，你最终可能会遇到一个更了解你的生意，而且热情高涨的人。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|1139447|你实际上需要确保你有一个专业的资源，可以把新来的人置于他们的羽翼之下。只要你发现自己是一个对自己的发展充满热情和积极主动的人，他们就会发光。如果你发现他们摆弄一些想法，推动和鼓励它，他们会觉得他们可以有所贡献。|1139448|你需要把他们当学徒对待，让他们做些糟糕的工作，但同时给他们自己的时间去做实验，这是我找到的最好的方法。最后，你会发现他们第二天来上班的时候，他们在家里做了一些事情，并且很兴奋地告诉你他们做了什么。|entityMap^0|0|0^^$0|@$1|2|3|4|5|6|7|G|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|H|8|@]|9|@]|A|$]]|$1|D|3|E|5|6|7|I|8|@]|9|@]|A|$]]]|F|$]]

If done right you can end up with someone in the end that understands your business better and is enthusiastic.

You actually need to ensure that you have a professional resource that can take the newcomer under their wing. As long as you find yourself someone that is enthusiastic and proactive about their own development they will shine. If you find them tinkering around with some idea, push and encourage it, they will feel they can contribute something.

You need to treat them like an apprentice in a body shop, get them doing shitty jobs, but at the same time give them their own time to experiment, it's the best way I've found. You end up finding they come to work the next day with something they did at home and are excited about telling you what they've done.

blocks|key|4880551|text|除了前面提到的原因之外，我们还应该指出，这是人类本性固有的一种模式。纵观历史，我们可以看到有技能的劳动力以某种方式组织起来，大师们带领着一群学徒和一小群技工(中级工匠)一起建造东西。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|4880552|它一次又一次地弹出，有着不同的名字和细节，但通常是相同的基本模式，因为它与我们的大脑连接的方式很好地工作。因此，我们不应该惊讶地看到类似的组织在计算机编程，这是另一种形式的熟练劳动力。我们可以称为大师建筑师，熟练高级开发人员和学徒初级开发商，但模式是相同的。|entityMap^0|0^^$0|@$1|2|3|4|5|6|7|E|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|F|8|@]|9|@]|A|$]]]|D|$]]

In addition to the reasons already mentioned, we should note that this is a pattern intrinsic to human nature. Throughout history we can see skilled labor organized a certain way, with masters leading a group of apprentices and a smaller group of journeymen (intermediate-level craftsmen) to build things together.

It pops up again and again, with different names and details, but generally the same basic pattern, because it works well with the way our brains are wired. So we shouldn't be surprised to see similar organization in computer programming, which is another form of skilled labor. We may call the masters Architects, the journeymen Senior Developers and the apprentices Junior Developers, but the pattern is the same.

blocks|key|4880743|text|你可能想要缺乏经验的程序员，这样你就可以训练他们按你的方式去做。这假定：|type|unstyled|depth|inlineStyleRanges|entityRanges|data|4880744|你要训练他们；|unordered-list-item|4880745|你有比一般人更好的做事方式。|4880746|你可能也想要一个没有经验的程序员，因为你不需要那些对有经验的程序员产生挑战或兴趣的程序。另外，如果你有经验的程序员，你可以通过让他们指导缺乏经验的程序员来挑战他们。|4880747|一个缺乏经验的程序员可能有一个你需要的视角。NIH+(不是这里发明的)和WADITW+(我们总是这样做)并不总是最好的。选择一个会提出探究性问题的人。准备好改变你的方式。|4880748|如果你有一个有经验的程序员，你可能会更好，因为你的工作效率可能会更高。文档化的生产率比大约是26比1。你可能很幸运，并且拥有一个效率很高、缺乏经验的程序员。|4880749|如果您的员工流失率很高，您可能只能雇用缺乏经验的程序员。|4880750|如果你的预算是每个人，没有经验的程序员可能是你所能负担的全部。这并不意味着您的项目将降低成本。它的成本可能要高得多。经验丰富的程序员越少，成本效益越高。|4880751|经验丰富的程序员从以前的项目中带来包袱。有些是好的，有些是坏的。如果您没有资源来最小化坏的和最大化的好，您可能需要一个缺乏经验的程序员。他们将有不同的行李。|4880752|您可能需要经验丰富的程序员所不具备的技能或知识，但缺乏经验的程序员拥有这些技能或知识。雇用他们，并与你的经验丰富的程序员做一些交叉培训。|4880753|培养人才是件好事。为您的团队找到至少一位缺乏经验的程序员。训练他们，指导他们。挑战和支持他们。从他们新的角度学习，就像他们从你经验丰富的角度学习一样。|entityMap^0|0|0|0|0|0|0|0|0|0|0^^$0|@$1|2|3|4|5|6|7|X|8|@]|9|@]|A|$]]|$1|B|3|C|5|D|7|Y|8|@]|9|@]|A|$]]|$1|E|3|F|5|D|7|Z|8|@]|9|@]|A|$]]|$1|G|3|H|5|6|7|10|8|@]|9|@]|A|$]]|$1|I|3|J|5|6|7|11|8|@]|9|@]|A|$]]|$1|K|3|L|5|6|7|12|8|@]|9|@]|A|$]]|$1|M|3|N|5|6|7|13|8|@]|9|@]|A|$]]|$1|O|3|P|5|6|7|14|8|@]|9|@]|A|$]]|$1|Q|3|R|5|6|7|15|8|@]|9|@]|A|$]]|$1|S|3|T|5|6|7|16|8|@]|9|@]|A|$]]|$1|U|3|V|5|6|7|17|8|@]|9|@]|A|$]]]|W|$]]

You may want inexperience programmers so you can train them to do it your way. This assumes:

<ul>
<li>You will train them; and</li>
<li>You have a better than average way of doing things.</li>
</ul>

You might also want an inexperienced programmer, because you don't require programs that would challenge or interest an experienced programmer. Also if you have have experience programmers, you may be able to challenge them by having them mentor the inexperienced programmer.

An inexperience programmer may have a perspective you need. NIH (not invented here) and WADITW (we alway do it that way) are not always best. Choose someone who will ask probing questions. Be prepared to change your ways.

You may be better off with an experienced programmer, as the may have higher productivity per dollar. Documented productivity ratios are something like 26 to 1. You may be lucky and get a highly productive inexperienced programmer.

If your employee turnover rate is high, you may only be able to hire inexperienced programmers. 

If your budget is per head, inexperienced programmers may be all you can afford. This does not mean your project will cost less. It is far more likely cost more. Fewer experienced programmers may be more cost effective.

Experienced programmers bring baggage from prior projects. Some of this will be good, and some of it will be bad. If you don't have the resources to minimize the bad and maximize the good, you may want an inexperienced programmer. They will have different baggage. 

You may require skills or knowledge that your experienced programmers don't have, but that an inexperience programmer has. Hire them and do some cross training with your experienced programmers.

It is good to grow talent. Find at least one inexperience programmer for your team. Train them and mentor them. Challenge and support them. Learn from their fresh perspective as they learn from your seasoned perspective.

blocks|key|1139599|text|今天，美国许多企业都希望有人进来，完成一项任务，然后离开。他们不希望有人会花时间想出一些事情，也不希望有人需要解释。因此，大多数面向开发人员的广告都要求/需要有丰富的开发经验。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|1139600|我认为应该改变的是改变不同的企业文化。每日WTF有一篇叫做"向上或向外“的文章。虽然本文中提到的模式是法律界(以及一些咨询公司)所采用的模式，但这种模式并不能很好地反映现有的企业文化。|offset|length|entityMap|0|LINK|mutability|MUTABLE|url|http://thedailywtf.com/Articles/Up-or-Out-Solving-the-IT-Turnover-Crisis.aspx^0|0|U|5|0^^$0|@$1|2|3|4|5|6|7|M|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|N|8|@]|9|@$D|O|E|P|1|Q]]|A|$]]]|F|$G|$5|H|I|J|A|$K|L]]]]

Many businesses in the US today want someone to come in, do a task and leave. They don't want someone who will take time to figure out something, nor do they want someone who needs things explained. Consequently, most ads for developers request/require umteen years of experience with everything. 

What I think should change is to change to a different corporate culture. The Daily WTF had one essay called "<a href="http://thedailywtf.com/Articles/Up-or-Out-Solving-the-IT-Turnover-Crisis.aspx" rel="nofollow">Up Or Out</a>". While the model mentioned in that essay is one used in the legal profession (as well as some consulting companies), that model does not map well to existing corporate culture.

blocks|key|4880855|text|预算几乎永远不应该是你应该雇用更新鲜的原因。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|4880856|招聘新生的主要原因是：|4880857|你需要新鲜的能量和人才，使组织更有活力。|ordered-list-item|4880858|你需要在尖端或颠覆性的创新中工作，因为你不想从旧的思想流派中雇佣人。|4880859|你是一个年轻的公司，你想探索这个世界，想要建立自己的思想和风格。|entityMap^0|0|0|0|0^^$0|@$1|2|3|4|5|6|7|L|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|M|8|@]|9|@]|A|$]]|$1|D|3|E|5|F|7|N|8|@]|9|@]|A|$]]|$1|G|3|H|5|F|7|O|8|@]|9|@]|A|$]]|$1|I|3|J|5|F|7|P|8|@]|9|@]|A|$]]]|K|$]]

Budget should almost never be the reason why you should hire fresher. 

The primary reason why you recruit freshers is when :

<ol>
<li>you need fresh energy and talent that makes organization more vibrant</li>
<li>You need to work in cutting edge or disruptive innovation where you don't want to hire people from old school of thought</li>
<li>You are yourself a young company wanting to explore the world and want to set it's own ideology and style.</li>
</ol>

blocks|key|4880897|text|所有这些答案，与伟大和崇高的理由，雇用入门级的人是很好和所有的。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|4880898|真正的答案是:一家公司只要愿意花多少钱，就能得到最好的资源。这是生意。如果它不愿意花很多钱，它会为那些不会花很多钱的人做广告。“入门级”是一个职位发布信号短语，旨在产生这一结果。人力资源部不会浪费时间去采访那些他们买不起的摇滚神开发人员。|4880899|如果幸运的话，他们会发现有人低估了自己的价值，低估了自己作为“入门级”的价值，而事实上，他们比这还要高。你能想象有一家公司不接受这样诱人的提议吗？当然不是。所有的“我们可以按照我们的形象发展它们”“新鲜的能量使我们更有活力”的东西在那个时候就从窗外消失了。|4880900|所以。浏览这些答案的大部分，看看美好的，快乐的世界的理由。真正的答案是:是的，这个决定几乎总是预算上的。|entityMap^0|0|0|0^^$0|@$1|2|3|4|5|6|7|I|8|@]|9|@]|A|$]]|$1|B|3|C|5|6|7|J|8|@]|9|@]|A|$]]|$1|D|3|E|5|6|7|K|8|@]|9|@]|A|$]]|$1|F|3|G|5|6|7|L|8|@]|9|@]|A|$]]]|H|$]]

All these answers with great and noble reasons for hiring entry level people are nice and all.

The real answer is: a company gets the best resource it can get for the amount of money it's willing to spend. That's business. If it's not willing to spend much, it advertises for someone who won't cost much. "Entry level" is a job posting signal phrase intended to result in that outcome. HR won't waste time interviewing rock god developers who they can't afford. 

If they're lucky, they find someone underselling their value, underpricing themselves as "entry level" when in fact they're more senior than that. Can you imagine a company not snapping up such a tempting offer? Of course not. All the "we can develop them in our image" "fresh energy makes us more vibrant" stuff goes out the window at that moment.

So. Browse most of these answers to see the nice, happy-world justifications for it. The real answer is: yes, that decision is almost always budgetary.

blocks|key|1139231|text|我猜另一个原因是缺乏可用的/愿意的更好的程序员。|type|unstyled|depth|inlineStyleRanges|entityRanges|data|entityMap^0^^$0|@$1|2|3|4|5|6|7|C|8|@]|9|@]|A|$]]]|B|$]]

My guess the other reason is the lack of available/willing better programmers.

Are there reasons other than budget for hiring "entry-level" programmers?

Are there reasons other than budget for hiring "entry-level" programmers?

翻译质量差，导致语言生硬或混乱。

没有提供实际的解决方法或示例。

解答不清晰，无法理解或解决问题。

页面排版不美观，阅读体验差。

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招聘“入门级”程序员除了预算外，还有其他原因吗？

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