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Asking a dev to do a coding assessment before they interview is like asking a salesperson to fill out an RFP.
Everyone hates it. And anyone good will pass and look elsewhere.
As far as “things that will kill your hiring plans” go, it’s up there with not paying enough (duh) and not offering full remote.
When should you do a coding assessment?
2 options:
1. After they meet with the hiring manager or senior staff who can articulate the value of the position.
It doesn’t matter how much street cred you have. How pretty your web site is. Or how well your recruiter explains the role.
People don’t want to do homework. Unless someone gives them a reason to.
2. Never. Seriously never.
We have lots of clients with strong tech leadership who assess via conversations. Or real-time interactive exercises with members of their team.
I know the concern: “We don’t have time for that! Our tech team can’t assess everyone who applies, they’re too busy with their own job!”
You don’t need to fully vet someone at first. You just need to know if they’re in the ballpark. (Even a tech assessment can’t tell you if you’ll want to hire them.)
How do you do that?
👉Easy. Get a good tech recruiter. (mindblown.gif)
And if your tech recruiter who can’t do that…they’re not actually a tech recruiter.
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