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I experienced this same thing in 2020 when I was hunting for my current job. I lost count of how many places I applied to. Over the past year, I have been on t

I experienced this same thing in 2020 when I was hunting for my current job. I lost count of how many places I applied to. Over the past year, I have been on the hiring side, and I can offer a few tips as well, based on filtering through many resumes and doing many interviews. 1) Don't list 20 different technologies and claim to be an expert in all of them. There is no way for someone to be a true "expert" in many technologies/languages, and if you get specific questions about these technologies, you will be exposed (something that happened multiple times when I was interviewing). 2) Pay attention to what tools the job requires and tailor your resume/cover letter accordingly. It doesn't do us much good to tell me you have experience with something else that we don't use or care about. That being said, if you don't have a lot of experience with what we use, make it clear that you are willing to learn. We know that we will not always get someone who meets every requirement. 3) As amazing as it is to have to say this; be courteous and communicate. For instance, if something comes up and you can't make an interview time, let the company know ahead of time; ghosting will hurt you. 4) If you don't do well on a code test (Leetcode, TestDome, etc), don't blame the platform for not doing well. If you are not willing to accept responsibility now, what will you do when you are working for us and something goes wrong with your code?

neon_electro 4y ago
Do you really think code tests like the ones you mentioned are an effective way to screen candidates? I will outright drop out of consideration for a role if Leetcode is mentioned. I'm not putting up with it.
- dadjoker 4y ago
  Yes, but it depends. In our case, we purposely made them fairly simple, with a 50% passing score required, just to make sure they can do the basics. When I was applying, I would get code tests that were off the charts, and would take hours, where they would say that setting up a user and roles system on top of everything else should only take 3 or 4 hours, or I would get grilled on language minutia that were things I had never encountered in my day to day work. In ou se case, ee were just trying to have them demonstrate a minimal amount of code capability without overwhelming them.
anon50118810 4y ago
OP here. This is good advice but is also basic stuff, maybe good for new grads or people with weak social or interviewing skills. I don't think any of this is an issue for me. For your number (4) it's also important for the hiring side to accept responsibility for choosing to send applicants through one of these platforms. If you set your candidates up to fail, and then they fail, should you own that failure or should they? This is a signal to the candidate too. Practically though, the candidate should just gracefully move on if they are rejected.
deleted 4y ago
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neon_electro 4y ago

Do you really think code tests like the ones you mentioned are an effective way to screen candidates? I will outright drop out of consideration for a role if Leetcode is mentioned. I'm not putting up with it.

dadjoker 4y ago
Yes, but it depends. In our case, we purposely made them fairly simple, with a 50% passing score required, just to make sure they can do the basics. When I was applying, I would get code tests that were off the charts, and would take hours, where they would say that setting up a user and roles system on top of everything else should only take 3 or 4 hours, or I would get grilled on language minutia that were things I had never encountered in my day to day work. In ou se case, ee were just trying to have them demonstrate a minimal amount of code capability without overwhelming them.

anon50118810 4y ago

OP here. This is good advice but is also basic stuff, maybe good for new grads or people with weak social or interviewing skills. I don't think any of this is an issue for me. For your number (4) it's also important for the hiring side to accept responsibility for choosing to send applicants through one of these platforms. If you set your candidates up to fail, and then they fail, should you own that failure or should they? This is a signal to the candidate too. Practically though, the candidate should just gracefully move on if they are rejected.

deleted 4y ago

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