DEV Community


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

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

Thread Thread
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.

Thread Thread
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.