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Not at all. If the candidate can solve fizzbuzz but fails at more difficult coding challenges you won't hire him/her. Therefore, the fizzbuzz test is not usefu

Not at all. If the candidate can solve fizzbuzz but fails at more difficult coding challenges you won't hire him/her. Therefore, the fizzbuzz test is not useful and it's offensive (or at least, boring) to any good candidate.

GordonS 7y ago
It's useful as a gatekeeper, to quickly weed out the chaff - I'm not saying it's the only test I do. > it's offensive (or at least, boring) to any good candidate Personally, I find this preposterous. When I get a CV, I don't know the person, and I need to decide if they are worth spending time on. FizzBuzz is a simple filter that I've found to be very effective the fact is that a lot of candidates just aren't up to even the most basic of tasks. If being asked to do a dirt simple task that will take you less than 5 minutes offends you, then I don't want you on my team.
- bitL 7y ago
  Imagine your candidate studied at best schools, worked at best companies, contributed to some popular open source projects, now you lucked out and for some reason she ended up interviewing for your team. You examine the CV, and decide "it's Fizz Buzz time!". Now what kind of reaction would you expect from the candidate, whose CV is screaming "I worked super hard to be able to handle the most difficult tasks with enormous responsibility, often life or death situations", and now she needs to "get down to the basics" or no job in your team :DDD What do you think will she tell to her network when they ask her why didn't she end up working for you?
  - GordonS 7y ago
    That's a fair point, but I thought exceptional scenarios were implied and didn't think I needed to add a disclaimer - if I receive a CV from someone with a good OSS profile, that alone is enough to avoid silly tests. The whole point of FizzBuzz is to act as a crude filter - it's only employed where it's required (which for me is > 90% of CVs).

GordonS 7y ago

It's useful as a gatekeeper, to quickly weed out the chaff - I'm not saying it's the only test I do. > it's offensive (or at least, boring) to any good candidate Personally, I find this preposterous. When I get a CV, I don't know the person, and I need to decide if they are worth spending time on. FizzBuzz is a simple filter that I've found to be very effective the fact is that a lot of candidates just aren't up to even the most basic of tasks. If being asked to do a dirt simple task that will take you less than 5 minutes offends you, then I don't want you on my team.

bitL 7y ago
Imagine your candidate studied at best schools, worked at best companies, contributed to some popular open source projects, now you lucked out and for some reason she ended up interviewing for your team. You examine the CV, and decide "it's Fizz Buzz time!". Now what kind of reaction would you expect from the candidate, whose CV is screaming "I worked super hard to be able to handle the most difficult tasks with enormous responsibility, often life or death situations", and now she needs to "get down to the basics" or no job in your team :DDD What do you think will she tell to her network when they ask her why didn't she end up working for you?
- GordonS 7y ago
  That's a fair point, but I thought exceptional scenarios were implied and didn't think I needed to add a disclaimer - if I receive a CV from someone with a good OSS profile, that alone is enough to avoid silly tests. The whole point of FizzBuzz is to act as a crude filter - it's only employed where it's required (which for me is > 90% of CVs).