Totally agree with this one. When the interview is scheduled, it should be made clear that a coding test will be part of the interview, so that the interviewee isn't caught off-guard. Then, during the interview it should be made clear that the interviewee can take as much time as required and that it is advisable to ask questions which will help clarify the problem at hand. If these conditions are met, I don't see any issue in taking/conducting a coding test.
I once advised my manager against taking a senior developer who had aced the coding test with ease, but was also the most opinionated person I ever had the misfortune to meet and the quintessential antithesis to a team player. I really wouldn't have wished him on any of our teams – and the colleague who was conducting the interview with me immediately agreed.
On the other hand, an interviewee with a speech impediment who was obviously very nervous and barely managed to finish the coding test, but had asked the right questions, I could wholeheartedly recommend; he is now an estimated team member and was promoted to senior developer last year.
Totally agree with this one. When the interview is scheduled, it should be made clear that a coding test will be part of the interview, so that the interviewee isn't caught off-guard. Then, during the interview it should be made clear that the interviewee can take as much time as required and that it is advisable to ask questions which will help clarify the problem at hand. If these conditions are met, I don't see any issue in taking/conducting a coding test.
I once advised my manager against taking a senior developer who had aced the coding test with ease, but was also the most opinionated person I ever had the misfortune to meet and the quintessential antithesis to a team player. I really wouldn't have wished him on any of our teams – and the colleague who was conducting the interview with me immediately agreed.
On the other hand, an interviewee with a speech impediment who was obviously very nervous and barely managed to finish the coding test, but had asked the right questions, I could wholeheartedly recommend; he is now an estimated team member and was promoted to senior developer last year.
Oh, the gatekeepers, where would we be without them.
When hiring for jobs that have more applicants than openings, you always get gatekeepers as a necessity.
If you're lucky, they will also look for things like team dynamics and methodology. If not, I'd hope you'll find another job soon.