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by fitpolar
3061 days ago
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This is a really bad idea letting the recruitment agency play a larger role as a gatekeeper. Recruiters have even less of an idea of what kind of technical testing would match a role than an employer, and should NEVER be trusted for this. I recently experienced this process, when a recruiter had "found" a technical test, and progressing to the next round was dependent on passing this. Unfortunately it wasn't related to the role, I do iOS and the test was a bunch of SQL related questions. I have barely touched SQL anything more than a basic select statement since college 9 years ago, as all searches are done through fetch requests and predicates. Long story short, it's not relevant. The recruiter was arrogant and didn't want to entertain the idea of finding a more relevant test. These people should not be trusted playing a role in the interview process at all. However, what do you mean by "the interview is not for employment, but to sign up for a service"? This is interesting and may be worth exploring. |
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My problem with recruiters is that they are salespeople. That's all they are. They take a CV, and they sell it to someone, and ultimately it doesn't matter if the person is good or bad, all that matters is that sale. As you've rightly said, they don't know enough about the technical side to provide a technical review.
So, why not have a separate team wholly dedicated to technical vetting? Have the process be completely open to employers, so anyone looking to hire a developer can see exactly what is to be asked of their prospective employees. If the questions are bad, the employer can say so and a qualified developer hired by the recruiter can tweak the process.
It's essentially adding a separate team to the recruitment process, one that builds a robust interviewing framework. They don't need to be full-time either. They can be working developers on a freelance basis that have gone through the interview process, and know what questions to ask based on the stack an employer is using.