Thanks for your reply.
No one involved in our recruitment process is an English native. It's our second or even third language.
We'd like to start with a feelgood settings for our applicants. If that means using shortened words and emojis, that's fine - we will use them later in Slack too.
Not all of the team is involved in every stage of the recruitment.
We can already reject a big share of the applications based on letter of intention and CV.
Since most of our positions are on-site, we expect applicants to think about what it means to make such a move. E.g. expected salary in Indian Rupies for a German position is a direct rejection. I'd guess that only 20% get to the three ORM questions and 5% will get to the test.
The senior staff comes in at the test implementation and the whole team during the on-site workshop which happens at most 2-3 times a year.
Your approach sounds great. But also costy. We're still a relatively small company overall with a dev team of around 10 people. We just cannot afford getting people on-site for a workshop and then reject more than half of them. Most of the workshops have to work out or I'm running out of budget :-)
Same for the learning part - I cannot hire someone on a regular or senior position because they know the language but then have to learn the framework for half a year.
I'd really love that to change over the next few years.
We're a place where coders share, stay up-to-date and grow their careers.
We strive for transparency and don't collect excess data.