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A) you have developers you already have hired take the tests regularly and make sure they are properly calibrated for time B) you replace time in interviews wi

A) you have developers you already have hired take the tests regularly and make sure they are properly calibrated for time B) you replace time in interviews with the test you don’t just add it on as another thing. C) you change the test regularly and implement basic plagiarism filters on the tests you do have. As a person who has been in the industry a fair bit I think the flexibility of take home work samples gives me a leg up over day long in person interviews (and the last time I interviewed it was multi day not 4 or 5 hours). I don’t have to take time off of work or not pick up my kid from school or anything. Just do it in my free time.

Paul-Craft 4y ago
Yeahhh, I'm gonna need you to fuck right off with all this reasonable attitude you've got about this... lol, (kidding of course.) Seriously though, you've basically outlined the only reasonable way to go about it. The problem is really that that's a lot of fucking work you're opting into with 3 little sentences, and after all that, you actually end up with a non-repeatable process, which is not really ideal. I'm still highly skeptical that it's not biased toward people without families, either. But my real issue here is that at least 75-80% of companies that do this crap obviously don't implement any of that stuff, and most of the rest don't do all 3. You really need all 3 in order to maintain any integrity to the process, and that's, unfortunately, one of the strengths of whiteboard hazing from the employer side. I know I'm never doing another 2+ hour take-home again, and the fact that employers generally don't do any of that stuff are more or less my reasons.
- kasey_junk 4y ago
  I agree that most companies don’t do work sample hiring well. But most companies don’t do any technical filters well. They’ll waste your time with dumb whiteboarding, or leet code or god forbid personality tests. To me it’s a strong signal if a company has a work sample test because it shows they have at least one part of their process that has a chance to be a good filter. It’s an even stronger signal if they’ve replaced the majority of their pipeline with it. I won’t say I won’t accept a job that didn’t do a work sample component but it would definitely jade my thinking against the firm. And I’ve certainly told companies I wouldn’t continue with their hiring process after hearing what it entails.

Paul-Craft 4y ago

Yeahhh, I'm gonna need you to fuck right off with all this reasonable attitude you've got about this... lol, (kidding of course.) Seriously though, you've basically outlined the only reasonable way to go about it. The problem is really that that's a lot of fucking work you're opting into with 3 little sentences, and after all that, you actually end up with a non-repeatable process, which is not really ideal. I'm still highly skeptical that it's not biased toward people without families, either. But my real issue here is that at least 75-80% of companies that do this crap obviously don't implement any of that stuff, and most of the rest don't do all 3. You really need all 3 in order to maintain any integrity to the process, and that's, unfortunately, one of the strengths of whiteboard hazing from the employer side. I know I'm never doing another 2+ hour take-home again, and the fact that employers generally don't do any of that stuff are more or less my reasons.

kasey_junk 4y ago
I agree that most companies don’t do work sample hiring well. But most companies don’t do any technical filters well. They’ll waste your time with dumb whiteboarding, or leet code or god forbid personality tests. To me it’s a strong signal if a company has a work sample test because it shows they have at least one part of their process that has a chance to be a good filter. It’s an even stronger signal if they’ve replaced the majority of their pipeline with it. I won’t say I won’t accept a job that didn’t do a work sample component but it would definitely jade my thinking against the firm. And I’ve certainly told companies I wouldn’t continue with their hiring process after hearing what it entails.