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Interviewing people sucks. It's so hard to gauge the competence of a person in 45 minutes. Good code tests are a decent, standardized way of getting a read on
by mywittyname 5y ago
Interviewing people sucks. It's so hard to gauge the competence of a person in 45 minutes. Good code tests are a decent, standardized way of getting a read on a person. They are more fair and suffer less from the "confidence = competence" fallacy.
My experience has been that good coding challenges correlate strongly with good team members. It absolutely filters out good candidates on occasion, but it also filters out ones that can't code too.
From my perspective as a candidate. I just pay attention to what the recruiter says their interview process will be, and brush up on relevant skills.
- justin_oaks 5y ago> Good code tests > Good coding challenges Now only if we can get a service which administers those "good" tests instead of testing using puzzles and algorithms. You mention that you have experience with good coding challenges. Can you give examples of what is in such challenges? Perhaps the folks reading here could get a better idea of what a good challenge is like instead of a puzzle/algorithm test.
- mywittyname 5y agoCracking the Code interview-style questions are what we are currently using. I'm not sure if that's where they originated, but that's the style of question. I think the key at my current gig is that engineers who interview regularly do the interview challenges. This ensures that the questions are reasonable to ask, and that effective guidance can be given to candidates. For those without large engineering staff, HackerRank is good, in my experience. I use it for practice. I've had bad experience with leetcode, we used it at another place I worked and some of the crowd sourced questions were wrong.