Re:An interview code submission that wasn’t even submitted c...
by coffee on Tuesday June 09, 2020 @12:08AM
(#23463550)
> If you are expecting a candidate to have a certain skill-set, having a simple timed coding test as the first round is the easiest way to filter out a lot of unqualified candidates. Stripe does this quite well for example.
The problem is 99% (or more) of the rand-o startups/companies that do this are not Stripe. They are not companies that people are fighting to become employed at.
> this works out for me
> their ability
> how they communicate
> how they approach
> how they seek help
What's ends up happening is you miss out on a lot of truly talented folks by putting the burden of proof 100% on them.
> is the easiest way to filter out a lot of unqualified candidates
It may be the easiest way for YOU. It's an important distinction as you (and this is not a personal attack, sorry if it sounds like it is) may not have the hiring skillset. It is a skill. Just like managing people, supporting software, being a CEO, etc...
The problem is 99% (or more) of the rand-o startups/companies that do this are not Stripe. They are not companies that people are fighting to become employed at.
> this works out for me > their ability > how they communicate > how they approach > how they seek help
What's ends up happening is you miss out on a lot of truly talented folks by putting the burden of proof 100% on them.
> is the easiest way to filter out a lot of unqualified candidates
It may be the easiest way for YOU. It's an important distinction as you (and this is not a personal attack, sorry if it sounds like it is) may not have the hiring skillset. It is a skill. Just like managing people, supporting software, being a CEO, etc...