These aren't just wacky, they are stupid. "How many ping-pong balls can fit in a VW bus" is just about the worst question I've ever gotten. Little or no relation to software development. Here's what we do. Interested in feedback, please! Via the phone: * A few background questions (why are you looking for a job, what sounds interesting about what we are doing) (20-30 minutes) * A bunch of topgrading questions http://…
To your process, my thoughts:
- Open-book challenges like you describe (in which you can use stack overflow and whatnot) are awesome. However, why do you have them do stuff they're not expected to know? From what I've read, the only thing hiring studies seem to agree on is that the questions which best predict a candidate's long-term success are those that simulate what the candidate will actually be working on. Getting them to learn outside their comfort zone is good, but maybe you'd be better off doing that by finding problems you've actually had in the course of your work that are outside of their comfort zone.
- Short-term contracts are tricky. On one hand, I think they're the best way to test how well a candidate will work out. On the other hand, switching jobs is a lot of work and stress. If I had a choice between two pretty good companies, one of which was a 1-month contract and one of which was a normal job, I'd definitely take the latter. If I had to move to get your job, it'd make rejecting such a proposal even more of a no-brainer. If it works out for you, that's great, but I'd be really worried about losing excellent candidates.
- It seems like your remote screening is lighter than what I'm used to. At my current gig, we send candidates a challenge to be completed in their own time (3-9 hours of work)- we've found it's a great prelude to the phone screen with an engineer. It's pretty much a code sample for which we have an excellent reference (all the previous submissions). We've found it improves the quality of candidates that get to our on-site.