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This rules... I advocated for a similar approach with take home tests at my last position. I used this on candidates and never had a bad hire. Unfortunately thi
by BrissyCoder 6y ago
This rules... I advocated for a similar approach with take home tests at my last position. I used this on candidates and never had a bad hire. Unfortunately this approach was overridden by more senior management in favor of on-site technical tests (programming tasks, IQ and whiteboard problems). The prevailing wisdom was that you couldn't trust people not to cheat on take home programming tasks - a proposition that I find entirely ridiculous and in any case would be quickly mitigated by the on-site code review you use.
- nomel 6y agoWe had a long stretch of resumes that were exaggerated, borderline lies, causing a bunch of wasted time, so we had to come up with a pre-screen. The fact that the resumes were basically false meant that trust probably wasn't something to rely on for a pre-screen. So, we came up with an easy 5 minute question, which seemed reasonable. So far, our 5 minute test has failed spectacularly. Knowing what a good answer is requires too much interpretation of the subtleties of the answer, so it's not very useful for the managers who may not be the greatest at coding. I think we'll tweak the question a bit, but we're kinda stuck. How do others handle pre-screening?