THE GOODJResume to create, host, and share your resume:JResume is an online resume tool that makes it easy to provide a custom version of your resume to each company you apply to. You start by selecting a resume design to build a resume from scratch, and you have the option to set your resume to public mode so it's searchable on Google or to privately share it with certain employers you select. You also get free hosting of your resume along with a personalized link for easy sharing.Jobs-by-Email to stay in the loop:Jobs-by-Email
automatically delivers new job postings straight to your inbox, which is a great feature for any busy job seeker. You can set up multiple emails for alerts in multiple job categories. This tool, along with JResume, creates a very efficient way to apply to jobs when your time is so precious.Clean user interface:< delivers a very easy-to-navigate and appealing website. The site isn't cluttered with advertisements or promotions, which often cause slow load times, and the resulting simplicity of the design makes every element quickly identifiable. 's own tools, designed to enhance your job search experience, are easily accessible and simple to use.THE BADSeparate site for each physical location:If you're willing to relocate to multiple cities,
might make your search a bit inefficient. Because Jobing is a local job search site, it maintains separate domains for each location, such as
or . Switching between the local sites complicates and prolongs the search process, so it might be in your best interest to use national job search sites like
if you're a candidate for multiple locations.Limited advanced search features:The best job search sites offer an advanced search functionality with many filter options, including salary, experience, and education, so candidates can quickly access the most relevant, narrowed-down set of opportunities.
falls behind its competitors in this arena. Once you've selected your location, you can enter a keyword search that usually doesn't return a deeply relevant list of jobs. If you want to drill down further, your only options are to search again by job type or by location, which doesn't help refine your selection.Lack of mobile app:< relies on a mobile-optimized website to reach users on mobile devices. This reach could be significantly enhanced with the addition of iOS or Android apps that offer more useful tools, including the ability to apply directly to jobs through your smartphone. If you need a seamless mobile experience from your job search site, try .
THE DETAILS
Job Site Type
Job Posting Site
Year founded
Free Browsing Users can search and browse for jobs on the website without creating an account or signing in.
Most Recent Users can browse the most recent jobs on the site.
International Users can browse for jobs outside of the U.S.
Nationwide Users can browse for jobs available in all 50 U.S. states.
Salary Range Users can search for jobs based on a specified salary range.
Categories The website offers specific categories, such as industry, to narrow the job search.
City or Zip Code Users can target their job search to a specific city or zip code.
Company Users can browse jobs by company.
Job Type Users can filter the search by position type, such as full-time, part-time, remote, contract, or internship.
Keywords Users can search for jobs using keywords.
Other Advanced Filters Users can conduct advanced job searches to filter results on very specific criteria.
Saved Searches Users can save job searches to use at another time.
Exclude Job Postings Users can exclude job postings based on certain criteria, such as staffing agencies or lack of salary information.
Experience Users can search jobs based on the experience level required.
Job Title Users can search jobs by job title.
Create Account The website enables users to create an online account to access additional features.
Email Alerts Users can receive alerts via email for jobs posted that match preselected criteria.
Post Resume Users can post a resume on the job website.
Tailored Jobs The website delivers tailored jobs based on the user's profile, experience, or resume information.
Resume Resources The website offers resume writing, evaluation, or distribution services.
Career Articles and Advice The website provides a collection of articles on career advice and other topics.
Interview Prep The website offers assistance with interview preparation.
Job Forums The website offers job forums for discussion on careers.
Networking Resources The websites provides networking resources for job searchers.
Salary Information The website offers salary and compensation statistics for different positions.
Email The company provides email support.
FAQ The company has a dedicated section for answers to frequently asked questions about job searching.
Apply Free Users can apply to jobs without paying.
Multiple Resume Upload The website enables users to upload and store multiple resumes.
Quick Apply The website offers a feature to help users apply to multiple jobs quickly.
Mobile Website The job site has a mobile-optimized website compatible with mobile devices.
Android App The service provides an Android app.
iPad App The service provides an iPad app.
iPhone App The service provides an iPhone app.
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Performance review - tips for writing your self assessment
Dear Joan:
My performance review is coming up in a few weeks and I would
like to ask you a question about something that has me ill at ease.
Last week my boss asked me if I would fill out a &#8216;," which is basically filling out my own performance
review. I have never done this before and I'm not sure what I
should do.
What is the purpose? Isn't my supervisor supposed to be doing my
review? If I rate myself too low, do I risk getting a lower review
and lower salary increase because I didn't push for more? If I rate
myself too high, do I look like I have an inflated opinion of
myself? Please advise.
Self assessments have become very popular and with good reason.
Managers can't possibly remember&#8212;as well as you
can&#8212;everything you accomplished throughout the year. By
asking you to provide input into your own review, it reminds your
boss about all the good things you achieved.
In addition, there are probably aspects of your
that you weren't as happy about. By doing a self assessment, you
beat your boss to the punch on those disappointments. It's always
easier to bring up those parts of your performance, than to have it
brought up to you.
Finally, it gives you a chance to see if you have the same
expectations as your manager about how you work and the results you
get. If your rating does differ in some areas, it highlights the
gaps and forces a discussion about how you can meet those
expectations next time.
In the past, performance reviews were a one-way dialogue, where
bosses told employees how they viewed their performance. Today,
many employees work quite independently and are empowered to make
decisions about how they work. As a result, the manager is not in
touch with the day-to-day activities and needs to rely on the
employee's input. Performance reviews are more of a dialogue today
and should be a comprehensive review of the year, as well as a
planning meeting about where employees can grow in their jobs
and/or their careers in the year ahead.
Another tactic that is very common is to solicit feedback from
other people you work with. That might mean asking several
coworkers, inside customers or even outside customers for their
comments about your work. This is especially valuable data if your
results are measured by how you work as a team member and by how
you deliver results to people outside your department. This is one
of the best ways your supervisor can determine a fair rating for
your performance.
This is not a time for modesty. And when you are filling out
your assessment, it's important to be as factual as possible. In
other words, don't say, "I work well with my fellow team members."
Instead, say, "I am a team player. During the Maxwell Project, I
stayed late for three evenings to help Janet get the delivery ready
for shipment and I volunteered to cover for Pat when she went out
for surgery. This meant coming in early and working additional
hours during the two weeks she was out, which saved the unit money
and kept a high level of service for our customers because we
didn't have to hire a temp."
When you are checking a rating for yourself, be as objective as
possible. It's tempting to rate yourself based on your intentions,
rather than your results. In other words, you may feel very
dedicated to your company and to your job but what difference did
you make? How much did you contribute to customer satisfaction? Do
your team members value you? How did you contribute to the business
goals? Did you take the lead on any change efforts? Showing up
every day isn't enough.
If you do rate yourself higher than your manager does, (and
incidentally, research shows that most people rate themselves lower
than their manager would) consider it an opportunity to discuss why
and make adjustments for next year.
Your performance review is not meant to be an . You may have some
information that will contribute to it but this is not the time to
get into a fight over differing perceptions. Instead, strive for
clarity and understanding.
For instance, if you are surprised by anything on your
evaluation, say, "I wish you would have told me this before. If I
had known, I certainly would have changed my actions." This is a
nice way of telling your boss he or she isn't playing fair and it's
not helpful to tell you after the fact. As a result, your boss may
even reconsider including the negative comment, since you were
unaware of it before the review.
If you are in disagreement about the importance of one incident,
or a recent incident, say, "If you step back and look at my total
performance, what percentage does this incident represent?" Or, "Is
this a pattern of behavior or a one-time incident?" These comments
help your manager gain some perspective about your total
performance.
A self assessment invites you to have a two-way discussion about
expectations and some influence over what you are rated, which is a
big step forward in the world of performance management.
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The following error occured while creating your job alert:同行代码评审过程中的实践经验 - 博客 - 伯乐在线
& 同行代码评审过程中的实践经验
& 1.5K 阅读
数百万年前，猿从树上下来，进化出了对生拇指，最终，变成了人类。
我们以类似的眼光来看下强制性代码评审（Code Review）：好像是一种能在软件开发这块广阔的领域里将人类从兽里分离出来的东西。
不过，我有时候会从我们的团队成员里听到下面这样的评论：
“这个项目的代码评审根本就是浪费时间。”
“我没有时间做代码评审。”
“我的项目发布延期了，都是因为我那懦弱的同事还没有做任何评审。”
“你能相信我的同事竟想让我在代码中改点东西吗？请向他们解释：如果我那最初的优雅代码受到任何方式改动的话，那就意味着宇宙微妙的平衡将要遭到破坏。”
为什么我们要做代码评审？
首先，让我们谨记为什么要做代码评审。对于任何专业的软件开发人员来说，最重要的目标之一是能够持续的提高他们的工作质量。即使你的团队里尽是优秀的程序员，你也不能将你自己与一个有能力的自由从业者区分开来，除非你能够作为一个团队工作。代码评审是达到这个目的的最重要方式之一。尤其，它们：
给予你第二双眼睛来找到做某些事的瑕疵和更好的方法。
确保至少有一个其他人员熟悉你的代码。
通过向新员工展示更有经验的开发者的代码来帮助训练他们。
通过让评审者和被评审者互相展示好的想法和做法以促进知识分享。
鼓励开发者在他们的工作中更加尽心尽力，因为他们知道自己的代码将来要被他们的的某个同事评审。
做彻底深入的评审
不过，如果不在评审工作上倾注一定的时间和精力，这些目标都是无法实现的。仅仅滚动浏览下patch，确保缩进正确、所有的变量采取小骆驼拼写法并不能构成一次彻底的评审。受到业界的启发也可以考虑结对编程，这是一个相当流行的做法，但也在所有的开发时间上增加了100%的额外开销来作为代码评审工作的基准。你可能会在代码评审中花费很多时间，但与结对编程相比，使用的总体工程时间仍少得多。
我认为花在代码评审工作上的时间应该是原开发时间的25%左右。例如，如果一个开发者花两天时间实现了个小项目，那么评审者应该花大致4个小时的时间来评审它。
当然，花在评审工作上多少时间并不是最重要的，只要评审能够准确无误的完成即可。特别地，你必须要能理解你正在审查的代码。这不仅仅意味着你只要懂该代码所采用语言的语法即可，它还意味着你必须了解该代码如何适应于更大的应用环境、组件或库下。如果你不抓住每一行代码的全部含义，那么你的评审就不是非常有价值的。这也是为什么好的评审都不可能非常快的完成：因为还要花时间去调查触发某个给定函数的不同代码路径，要去确保第三方API能够正确使用（包括任何边缘情况），等等。
除了寻找你所审查的代码中的瑕疵或其它问题之外，你还应该确保：
包含所有必要的测试。
合适的设计文档已经写完。
甚至擅长写测试和文档的开发人员也并不总能记得在代码改动之后及时更新。在适当的时候来自代码评审人员的细微调整对于确保代码在随着时间的推移不会变质是至关重要的。
防止代码评审工作超负荷
如果你的团队强制要求做代码评审，那这是有风险的，因为你的代码评审工作可能一直积压，最终到无法管理的地步。如果你两周之内不做任何评审工作，你可以很容易的花上几天时间来赶补它。不过这也意味着当你最终决定去处理它们的时候，你自己的开发工作将遭到一定的意外搁浅。这也使得做好评审工作更加困难，因为正确的代码评审需要强烈、持续的脑力劳动，很难这样数日保持下去。
因此，开发者每天应该竭尽全力的清空他们的评审积压工作。一个方法是早晨的第一件事情就用来解决评审工作。在开始自己的开发工作之前先做完所有的优秀评审工作，你可以防止以后的评审局面失控情况。有些人更喜欢在午休之前或之后或在一天结束后做审查工作。无论你什么时候做这些事情，通过将代码审查作为正规的日常工作而不是作为一种分散注意力的工作，你可以避免：
没有时间处理你的评审积压工作。
因为你的评审工作还没做完而延迟项目的发布。
做出一些不再相关的评审，因为在此期间代码已经改动的非常多。
因为赶在最后一分钟处理它们而导致评审工作最终完成的很差。
写易于评审的代码
无法管理的评审积压工作也不能全怪评审人员。如果我的同事不管三七二十一的花费一周的时间来给一个大工程项目添加代码，那么他们发布的patch将真的很难评审，因为在一个阶段里有太多的工作要处理，代码的目的和底层架构体系也会很难理解。
这是将你的工作切割为一个个可管理单元之所以非常重要的众多原因之一，我们使用scrum管理方法，所以对我们来说合适的单元是重点。通过一起努力，用单元来组织我们的工作，并提交仅与我们正在进行的某个单元相关的评审，我们可以写出更加易于审查的代码。你的团队可能使用另一种管理方法，但是原则都是一样的。
为了写出易于评审的代码，还有一些其它的必备条件。如果要做出一些很棘手的架构决策，为满足评审者的要求，事先进行讨论是合理的。这将使得评审者更加容易的理解你的代码，因为他们将知道你在代码中试着达到什么目的以及怎么计划来达到该目的。这也有助于避免这样一种情况：在评审者提出一个不同的更好的方法后，你必须要重写你的大段代码。
在你的设计文档里项目架构应该要详细的描述。这无论如何都是很重要的，因为它能让一个新的项目成员很快的赶上进度并理解现有的代码库。它还能帮助评审者更好的做好自己的工作，这是另一个好处。单元测试也有助于向评审者说明组件应该如何使用。
如果你的patch里包含了第三方代码，请单独提交。例如当jQuery的9000行代码被插入代码中间时，要做好代码评审工作就难上加难了。
写出易于评审的代码的最重要步骤之一是给你的代码评审部分添加注释。这表示你可以自己浏览评审部分，并在任何你觉得有助于评审者理解代码意思的地方添加注释。我发现这样的注释仅花费相对较少的时间（经常仅几分钟的时间）却能产生巨大的作用，能让代码评审工作完成的更快、更好。当然，代码注释也有许多相同的优点，应该在合适的地方使用，但是通常来说评审注释更为明智。最后可以说是一个奖励吧， ，当开发者重新阅读和注释代码时，竟然发现他们自己的代码里有很多的瑕疵。
庞大的代码重构
有时有必要重构能影响许多组件的某个代码库。对于一个庞大的应用程序，这个过程可能花费好几天（甚至更久）且导致庞大的补丁。在这些情况下一个标准的代码评审工作可能是不切实际的。
最好的解决方法是递增式重构代码。在工作代码库的合理范围内找到能达到你目的的某个改动点。一旦改好了，review通过了，接着进行下一个改动，直到整个重构工作完成。这个方法可能并不是每次都行得通，但是有想法和计划，在重构时要避免巨大的补丁通常是实际可行的。像这样来重构代码可能要花开发人员更多的时间，但它同时也产生了更好的代码质量和更容易的评审工作。
如果真的实现不了递增式重构代码（这可能要说一些关于如何写好和组织好源代码的事情），一个可能的解决方案是当进行重构工作时用结对编程来代替代码评审。
你的团队无疑是由一群聪明的专业人士组成。当大家对某个确定的编码问题观点不同时，基本上都会产生争议。作为一名开发人员，保持开放的心态，在你的评审者更倾向于一个不同的方法时要随时准备妥协。不要对你的代码持专有的态度，也不要带个人评审意见。如果仅仅是因为有人觉得你应该将一些重复的代码重构为一个可重复利用的函数时，这并不能表明你就不是一个有吸引力的、出色的和有魅力的人。
作为一个评审者，一定要机智。在改变建议之前，认真考虑下是否你给的提议真的更好或仅仅只是你个人风格问题。如果你选择的战场集中在一些源代码中明显需要改进的区域，你将能获得更多的成功。说一些诸如“考虑下……可能是值得的”或“有人建议……”的话更适合，而不是“连我的宠物仓鼠都能写出一个比这更高效的排序算法”。
如果达不到一个中间立场（即双方都不愿意妥协），那么就邀请一个双方都尊敬的第三方开发人员过来看看，让他们给出一些观点和建议。
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