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I don't know that I'm extroverted. I'm still in group A, though, because I don't have interview anxiety. My problem with take home stuff is that it's asymmetrical. That is, if we're doing a phone interview, it takes my time, and it takes your time. Ditto an in-person interview. You're serious enough to commit some of your time to it, so I'm willing to also do so. I know you're looking at other candidates, but if you call me in for an in-person interview, I figure I've got at least a 30% chance of landing the job. That's enough for me to be willing to invest the time. But with a take-home assignment, it costs me much more time than it costs you. So you could be giving it out to tons of people. How many? I have no way of knowing. So you're asking me for 6 hours (which may turn into 12), but what are my odds on getting the job? Are they still 30%? Or are they now 1%, because you just gave this assignment to 100 people? I'm not going to plow 12 hours of my time into a 1% chance at a job. Just no. And the problem is, if you tell me "oh, we're only looking at a couple of people", I have no reason to believe you. But if you're actually interviewing me, I believe you, because it's too expensive for you to interview 100 people to hire only one. |
I'd support more complicated take home skill assessment tests later on in the recruitment pipeline, as long as they add real value for both the candidate and the company, and they're only given to well qualified and screened candidates. I'd also be concerned at a twelve hour test - that sounds like something very poorly scoped.