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I love this suggestion, and thank you for elaborating! FWIW, the interviews that I've talked about taking as a candidate actually used this approach. And, when I give interviews, I use this approach too. The only thing I'm really defending here is using a 2nd stage screening process that only takes 30 minutes, before I go to the 3rd stage that takes a half day or full day. @BitL seems to be fighting the screening process, which is a necessary practicality and isn't going away. The first stage is reading resume and glancing briefly at any side projects, which is ~5 minutes. The first stage is invisible, and filters out more people than any other stage. If anything unfair is happening, it's happening here, and there's little a candidate can do about it. My thoughts on your outline: A - getting rid of the whiteboard is of course optional. In my case, having graded exercises doesn't mean I stop using the whiteboard. I only provide a whiteboard for people who want one, and I don't ask people to whiteboard things better done in an IDE. B - Yes! I do like having exercises that range from super easy to not solvable. It helps to know where people get stuck. C - Yes! That's very helpful for language specific jobs. Personally, I also like exercises that are language agnostic, to let the candidate pick the language they're most comfortable with. I've loved doing coding quizzes in Python during interviews, and would prefer that over, say, C++. |
I was tricked into a code golf challenge which was a hiring test. The result was good I was surprised that slacking off could get me a nice discussion, and the company got to pitch their positions. I've never done a hacker rank thingy for hiring and probably never will, I loathed them in school. They do not tickle my mind nor can I scratch my itches with them.
I know this sentiment is shared by many high value employers I've had the pleasure to work with.