The best job application process I've been through was when the employer asked for a small program to be submitted with the CV. The program had to use their infrastructure and existing products, which gave me a quick tour of their processes, the tools they use and the quality of their existing code base. I assume that in turn, my code gave them a clear view of the way my code looks in real life, the tests, the comments, the docs etc. This was followed by a short mostly non-technical interview.
Recently, I tried something similar with my interviews.
In the past, I've had lackluster success with the brain teaser, CS theory, and 'FizzBuzz' interviews. Plus, most motivated candidates had already mastered and memorized the 'Google interview secrets'. So, I wasn't getting the right people.
My goal is to recruit productive, engaged software engineers who care about the craft of software and who can learn things relatively well and are resourceful. I want collaborative team players, with passion for software, not necessarily geniuses.
So, I concocted an interview process that required new candidates to develop a small program using all of our current tools. I also gave them an existing, relatively poor code base to work with, and also asked them to recommend refactorings. I also gave them access to some of my current team members to ask questions.
It was a great process. But, here was the major problem: 75% of the candidates dropped out of the interview process instantly. I'm guessing that they had better opportunities with quicker yield.
It depends on the way you look at it I think. The 75% who dropped out were probably not that interested in your company/products anyway. Sure, they might have been computer programming aces, but in the end I think this is a good filter for people who are actually with you for the mission/job as well as the money.
I'd like that. I always feel a little skeptical, applying for an open position, that I'll be seen. But with a test I know it'll weed out the thousands of applicants and the company might actually be hiring on merit.
You could mention the exercise should only take an hour, or such.
Comments
The best job application process I've been through was when the employer asked for a small program to be submitted with the CV. The program had to use their infrastructure and existing products, which gave me a quick tour of their processes, the tools they use and the quality of their existing code base. I assume that in turn, my code gave them a clear view of the way my code looks in real life, the tests, the comments, the docs etc. This was followed by a short mostly non-technical interview.
I wish more companies would do this.
Recently, I tried something similar with my interviews.
In the past, I've had lackluster success with the brain teaser, CS theory, and 'FizzBuzz' interviews. Plus, most motivated candidates had already mastered and memorized the 'Google interview secrets'. So, I wasn't getting the right people.
My goal is to recruit productive, engaged software engineers who care about the craft of software and who can learn things relatively well and are resourceful. I want collaborative team players, with passion for software, not necessarily geniuses.
So, I concocted an interview process that required new candidates to develop a small program using all of our current tools. I also gave them an existing, relatively poor code base to work with, and also asked them to recommend refactorings. I also gave them access to some of my current team members to ask questions.
It was a great process. But, here was the major problem: 75% of the candidates dropped out of the interview process instantly. I'm guessing that they had better opportunities with quicker yield.
That's really cool.
It depends on the way you look at it I think. The 75% who dropped out were probably not that interested in your company/products anyway. Sure, they might have been computer programming aces, but in the end I think this is a good filter for people who are actually with you for the mission/job as well as the money.
I'd like that. I always feel a little skeptical, applying for an open position, that I'll be seen. But with a test I know it'll weed out the thousands of applicants and the company might actually be hiring on merit.
You could mention the exercise should only take an hour, or such.