11–20 of 76 posts
We don't use coding tests in this way. We use coding tests as a screening process to ensure the candidate is in the correct ballpark. If we are recruiting a senior, we would expect them to easily complete basic technical tests. If they are more junior we might use them only as an indicator of their ability. I don't particularly expect a strong correlation between how well they did in the tests and their long-term abi…
For developers, coding tests that include deployment / infrastructure components (i.e., deploy your solution to a cloud container, or, build and compile your solution for desktop platform testing) are uniformly consistent with long-term impact / success. Problem solving at the algorithmic layer may be inversely correlated to success, if a candidate lacks a production skill set. Unless one's focus is research and deve…
1) If you join a company like Google, there's no way to learn their production tools in advance.
2) Even if you join a company that uses today's cloud or Open Source tools de jour, that can and will change quickly.
However, we do hire some contractors essentially without an interview, and it is fairly apparent that's a bad idea.
In my experience "Does your company measure the long term benefit of X?" is 99.99999% "no" for any X.
Of course not. However, we do hire some contractors essentially without an interview, and it is fairly apparent that's a bad idea.
Of course not. However, we do hire some contractors essentially without an interview, and it is fairly apparent that's a bad idea.
We tried that at one company I worked for and it worked well enough. Our contract with the consulting firm said if we dumped the contractor within 90 days we didn't pay a cent for any of their time. This resulted in the consulting firm only sending us candidates that had good reviews in prior engagements. And good reviews from prior engagements strongly correlates with good reviews in future engagements.
Of course, it's really not possible at all to do this at the level of rigor expected of, say, clinical trials. Each new hire will know what type of interview you put them through, and there is no reliable way you can prevent them from telling others.