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Has there been any research into the predictive power of such assessments? Is there any evidence that a particular type of question correlates well with job success?
To correlate with job success, you need to define and measure job success. A sub-question: How's the academic research into measuring programmer job success?
Also, there's no one size fits all theory. There are companies where every ms of time you save by writing a better algorithm makes a big difference and most where it doesn't matter. Take home assignments, pair programming have all been tried and is still used by some companies, but majority still rely on white boards and it seems to work fine.
To correlate with job success, you need to define and measure job success. A sub-question: How's the academic research into measuring programmer job success?
I figure that eventually it'll be similar to the Voight-Kampff test and kept on file forever while being shared with all potential employers.
To correlate with job success, you need to define and measure job success. A sub-question: How's the academic research into measuring programmer job success?
Also, Google's former head of people (Lazlo Block) founded a company that is focusing on that area: https://humu.com/.
While I wasn't always a fan of Google People/HR procedures while I was there, I did always appreciate the data-driven/research approach Lazlo and the People team took.
I’ve seen some programs do away with references, resumes and even interviews.
The programs that I’ve seen remove interviews usually did replace them with standardized stations with different scenarios.
E.g.: “Explain to someone how to wash their hands if they never have before”. If you can do that well, you can probably explain some health procedure you’ll later learn about and have to explain.