I prefer a take-home challenge than having to code on the spot, but that's a personal preference and should be up to the candidate.
Regardless of format, the biggest problem with technical interviews is not just that they're more difficult than the real job as the meme suggests, but that they're completely irrelevant to the job being interviewed for, as this tweet sums up nicely:
Unless you're interviewing as a coding challenge designer (and good luck with that), the interview process should assess the actual skills needed for a role. So for example, a frontend position can require the candidate to take an API (ideally the same one for each candidate) and build out a web app using it that meets certain requirements. A backend position on a cloud team should test if the candidate can put together an architecture diagram for a given service, and explain their choice of resources. Also, if you're interviewing for a position on a current team that uses React, FFS do not ask candidates to code in Vanilla JS.
You would think these points would be common sense, but it's sad how many companies (especially Big Corps) default to coding challenges because it's easier than re-thinking their entire recruitment process.
Thanks for sharing this, Anna - you are absolutely right, the process should reflect the challenges of the position in question, not skills completely unrelated to the job in real life.
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I prefer a take-home challenge than having to code on the spot, but that's a personal preference and should be up to the candidate.
Regardless of format, the biggest problem with technical interviews is not just that they're more difficult than the real job as the meme suggests, but that they're completely irrelevant to the job being interviewed for, as this tweet sums up nicely:
Unless you're interviewing as a coding challenge designer (and good luck with that), the interview process should assess the actual skills needed for a role. So for example, a frontend position can require the candidate to take an API (ideally the same one for each candidate) and build out a web app using it that meets certain requirements. A backend position on a cloud team should test if the candidate can put together an architecture diagram for a given service, and explain their choice of resources. Also, if you're interviewing for a position on a current team that uses React, FFS do not ask candidates to code in Vanilla JS.
You would think these points would be common sense, but it's sad how many companies (especially Big Corps) default to coding challenges because it's easier than re-thinking their entire recruitment process.
Thanks for sharing this, Anna - you are absolutely right, the process should reflect the challenges of the position in question, not skills completely unrelated to the job in real life.