4 How to Use Coding Tests Effectively in Technical Recruiting
Imagine the perfect software developer candidate walking into your office. With opinions from a CEO and a Lead software engineer, this article sheds light on the effective use of coding tests during the recruitment process. It starts with the insight to use coding tests for technical evaluation and concludes with the importance of explaining technical assessments early in the process, featuring four expert insights. Discover how to refine your hiring process with these invaluable tips.
- Use Coding Tests for Technical Evaluation
- Balance Live Coding and Take-Home Assignments
- Keep Coding Tests Short and Focused
- Explain Technical Assessments Early in Process
Use Coding Tests for Technical Evaluation
I believe coding tests can be an effective tool in the recruitment process, as they help evaluate a candidate's technical skills and problem-solving abilities. However, it's essential to use them as part of a well-rounded assessment strategy, not the sole determining factor. We've found that real-world coding challenges, tailored to the specific technologies and problems the developer would face in our company, give a much clearer picture of how they approach tasks and collaborate on solutions.
To use coding tests effectively, we combine them with behavioral interviews to assess communication skills, teamwork, and adaptability. It's important to avoid overly complex or abstract problems and instead focus on practical scenarios that reflect the challenges of the job. We also provide candidates with feedback on their tests, showing transparency and respect for their effort, which fosters a positive candidate experience regardless of the outcome.
Balance Live Coding and Take-Home Assignments
The primary task of a developer is to write clean, high-quality code, and the best way to evaluate this skill is through coding during the interview process. However, choosing the format to assess these skills-whether live coding or a take-home assignment-plays a crucial role in the effectiveness of the evaluation.
Live coding allows you to assess a candidate's skills in real time, including debugging, problem-solving, and stress management. However, it can be an unfamiliar and stressful format, not always reflective of real working conditions.
Take-home assignments, on the other hand, give candidates more time for thoughtful work, enabling them to demonstrate their architectural decisions and coding style. Yet, it does not guarantee that the result was completed independently.
A balanced approach can incorporate both methods:
Use take-home assignments that closely mimic real work tasks, enabling candidates to showcase their strengths.
Divide the process into several stages: in the first stage, assess basic skills through live coding; in the second stage, evaluate design, architectural abilities, and communication skills.
By combining different formats, it is possible to achieve a more objective and comprehensive assessment of candidates, increasing the likelihood of a successful hire.
Keep Coding Tests Short and Focused
Coding tests can be a game-changer in the recruitment process, but only if used wisely. They help filter out candidates who might look great on paper but can't deliver in practice. The key is to ensure these tests are relevant to the actual work the developer will be doing. Tailor the assessments to reflect real-world problems they'll face in the role. This not only tests their technical skills but also their problem-solving abilities and creativity.
To use them effectively, keep the tests short and focused. Long, exhaustive tests can deter top talent. Instead, aim for a balance-enough to gauge their skills without overwhelming them. Also, consider pairing coding tests with interviews to get a holistic view of the candidate's capabilities.
A coding test is just one piece of the puzzle. It's crucial to evaluate soft skills and cultural fit too, as they play a significant role in a developer's success within a team.
Explain Technical Assessments Early in Process
Coding tests are somewhat controversial and I can see both sides of the argument. On the one hand, there are technical skills essential to being a software engineer that are important to assess. On the other hand, candidates generally dislike technical assessments and it can alienate some candidates.
Never do a technical assessment as the first step - it'll make the role seem junior and won't help you to convert candidates. It should perhaps be the second or third step in the process, and you should explain to candidates early in the process that it is part of your assessment of candidates. By setting the expectation early in the process, and using human interviews to warm up candidates you can mitigate most of the negative effects of a coding test.
