| In fact, I have been pondering over the same controversies over technical interview for quite sometime, and I think the sheer intention of a company on recruitment is to recruit the candidates that fit their requirement/expectation as much as possible. I have been thinking: are the following approach works better in terms of technical recruitment and interview? - Say a company wants to recruit .NET Core developer with experience/knowledge in Sql Server. - In the job scope, as usual, they would put in their expectation / requirements. At the same time, they should put few (but reasonable enough) specially curated training videos (either from YouTube channel, pluralsight, lynda, oreilly, udemy and you name it) by the company on .NET Core and Sql Server that they expect the potential candidates to go through. - Most of the interview questions should come from those videos. During interview, the interviewer can ask additional questions with its answers won't be directly from the training videos but more to the experience that candidates put in their CV/resume. With this, those candidates who are really interested in the openings will take the initiative to go through the training videos and equip themselves better for the interview. Those are not prepared, they, themselves are well aware that they most probably won't pass the interview questions which its answers can be obtained from the training videos and most probably they won't even go for the interview too. This, i guess is the most effective way for both the recruiters as well as the candidates to find their perfect match. |