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Discussion on: Let's face it, we have a broken technical interview process in our industry

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deepu105 profile image
Deepu K Sasidharan Author

IMO the focus should be on evaluating ones logical skills and reasoning along with ability to learn. So short coding assignments (which doesn't take more than few hours) would be fine along with a discussion with the candidate where you just talk about technology architecture and so on. Algorithms and data structure can be part of the discussion if those are in scope of the work

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phantas0s profile image
Matthieu Cneude • Edited

Totally agree on that. I would try to determine as well some soft skills, like the ability to speak about ideas he doesn't agree on.

As a second step, I like trial day / morning trial day (payed, please), where the candidate:

  • Can see on what project he'll work
  • Get familiar with his (future?) colleagues

The company can see:

  • If the candidate has the skills to understand and adapt to the projects of the company
  • See if the member of the team would go well together

Tried it in 3 different companies, it works very well.

Another thing: if the candidate as enough code online, skipping any coding challenge should be possible

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deepu105 profile image
Deepu K Sasidharan Author

Yes, the onsite day works well as long as it doesn't contain supervised coding. I enjoyed such sessions when the focus was on discussions.

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phantas0s profile image
Matthieu Cneude • Edited

Totally agree. How the team works together (and how the members communicate) is really important, maybe even more than the technical skills. I believe adaptability and willing to learn is important too.
It depends of the company of course, but I mean if you're maintaining a CRUD application, I don't see the point to have highly skilled engineers capable of writing a Fibonacci recursion in 12 languages.