Companies often use complex coding challenges as a way to screen candidates, but these challenges don’t always reflect the reality of the job. In fact, they can often be a complete waste of time for both the candidate and the company. Leaving new hires frustrated and often quickly looking for a way out.
If you’re a company that’s using or considering using coding challenges as part of your hiring process, there are a few things you should keep in mind.
First, remember that coding challenges should reflect the actual work that the role will entail. If the job is mostly about building CRUD applications, then the challenge should be focused on that. There’s no need to try and trick candidates with questions that have nothing to do with the actual work.
Second, keep in mind that not everyone is a good fit for every role. Just because someone can code and get through your challenges, doesn’t mean they’ll be a good fit for your company or the specific role you have in mind.
Finally, don’t forget that the coding challenge is just one part of the hiring process. There are other important factors to consider, such as culture fit and previous experience. Don’t make the mistake of thinking that the coding challenge is the be-all and end-all of the hiring process.
If you take these things into consideration, you’ll be sure to get the most out of your coding challenges and avoid any potential frustration for both you and the candidates.
I design products for B2B SaaS at Fairpixels.pro