Full-stack developer working mostly with Laravel and Angular at my day job. I share stuff I'm learning by writing articles and posting videos on YouTube!
Hiring is hard. Especially in tech and maybe more so for develooers. There are so many variables that can lead a company to weird interviews but at the end of the day I think most of us are just winging it.
Where I work we ask candidates to do a programming test after they've made it past a screening call. Sounds shitty but it filters out a lot of people who simply can't code. Or at least gives us a good sense of where they are and what to base their technical around if they get that far.
Later that test gets used as a conversation piece for our technical if they make it passed culture checks.
We used to time the test but decided not to anymore. So to answer the question, I'm not sure lol. I think it depends how that timed test is used.
Sometimes you need a way to cut through the flood of candidates that are faking it so you don't waste your time on people who can't code.
Sometimes this means you miss out on people who are probably perfectly capable of fitting on the team. But sometimes it's worth missing out on all the time wasted investing in people who are absolutely not a fit.
In our case the test is used as a screening step. We don't do coding tests in the middle of a technical because in the past it's shown to cause a lot of stress for people. So we try to keep it casual and talk about the code submission as if it were a PR or something. And if you make it to our technical you're hopefully already pretty comfortable with our team.
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Hiring is hard. Especially in tech and maybe more so for develooers. There are so many variables that can lead a company to weird interviews but at the end of the day I think most of us are just winging it.
Where I work we ask candidates to do a programming test after they've made it past a screening call. Sounds shitty but it filters out a lot of people who simply can't code. Or at least gives us a good sense of where they are and what to base their technical around if they get that far.
Later that test gets used as a conversation piece for our technical if they make it passed culture checks.
We used to time the test but decided not to anymore. So to answer the question, I'm not sure lol. I think it depends how that timed test is used.
Sometimes you need a way to cut through the flood of candidates that are faking it so you don't waste your time on people who can't code.
Sometimes this means you miss out on people who are probably perfectly capable of fitting on the team. But sometimes it's worth missing out on all the time wasted investing in people who are absolutely not a fit.
In our case the test is used as a screening step. We don't do coding tests in the middle of a technical because in the past it's shown to cause a lot of stress for people. So we try to keep it casual and talk about the code submission as if it were a PR or something. And if you make it to our technical you're hopefully already pretty comfortable with our team.