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Before I look at a resume I send every applicant a coding problem with simple instructions. It looks very simple at first, but actually requires some thought. I
by jackfoxy 15y ago
Before I look at a resume I send every applicant a coding problem with simple instructions. It looks very simple at first, but actually requires some thought. It is fairly real-world, but unusual. I even provide a sample test case, and the instruction that the solution must pass all test cases. It would take the ideal candidate less than half an hour to code and test. Acceptable candidates less than an hour. Despite having all the time and resources they need to solve it, 85% to 93% of the candidates do not get it. I don't even glance at these resumes.
- gergles 15y agoHave you considered that 85-93% of the candidates don't want to do an hour's worth of unpaid work for you before you've even given them an interview?
- jackfoxy 15y agoIt's not 85-93% not responding, but 85-93% responding with crap that took some effort to produce. Also if you're actually interested in the position, you're going to be doing more than an hours work (if that's what you want to call it) in the interview process. Lastly, it would be work if I were tricking people into doing something I used as R&D or actual production end-product. This exercise simply establishes qualification.
- jarek 15y agoWhat is the response rate? How much contact do you have with the applicants before sending them the problem?
- jackfoxy 15y agoLately these are contract positions, and being in a corporate environment here I'm dealing with an agency that deals with other agencies. I still do some direct (usually by Craigslist ad) recruiting. I only submit the screening task to people who have already responded to the position posting. Very few people, maybe 5-7% do not complete the task, and I assume they found another position in the interim.