Why Don't More Companies Use Coding Tests to Validate Candidates?

Now, as a seasoned SEO professional, I've observed a growing debate in the tech hiring community surrounding the use of coding tests as a means to validate candidates. The argument often goes that coding tests are a superior method to traditional, manual interview processes. However, I find these assumptions to be flawed.

The Flaws in the Assumption

Coding tests, while praised for their simplicity and objectivity, are not always the best solution for validating technical talent. Many companies have established, reputable manual phone screen processes that involve a technical interview with an engineer. These interviews go beyond the surface level of merely checking if a candidate's final answer is correct or not. Instead, they delve deeply into the thought process, problem-solving skills, and overall fit for the role.

Automated vs. Manual Assessments

Automated coding tests can only assess the final answer, which relies heavily on the candidate's existing knowledge and the ability to recall information quickly. This method fails to capture the nuances of a candidate's thought process, problem-solving strategies, and reasoning abilities. In contrast, a skilled engineer conducting a manual screening can observe and challenge the candidate's problem-solving process in real-time. This makes the interview more comprehensive and provides a better understanding of the candidate's actual capabilities.

Developer Sentiment and Insults

Furthermore, it is essential to consider the sentiment of developers posed by these coding tests. Trivia and puzzle-like coding tests often feel demeaning and insulting to most developers, especially more experienced ones. Developers take pride in their technical skills, and being subjected to these kinds of tests can be seen as a sign of contempt for their expertise. This can significantly damage the candidate's morale and perception of the company, potentially leading to a negative hiring experience.

Best Practices in Hiring: Balancing Manual and Automated Methods

Given the shortcomings of coding tests, it's crucial to adopt a balanced approach to candidate validation. A hybrid method that combines the strengths of both automated and manual assessments can provide a more accurate evaluation:

Initial Screening: Use coding tests for initial screening. These tests can efficiently filter out candidates who clearly do not meet the basic requirements. Technical Interview: Conduct a face-to-face or virtual technical interview with an experienced engineer. This interview should deeply explore the candidate's thought process, problem-solving strategies, and their ability to handle complex scenarios. Comprehensive Assessment: Use both methods to get a holistic view of the candidate. Automated tests can provide a baseline, while manual interviews can offer insights into the candidate's real-world problem-solving skills.

Conclusion

In conclusion, while coding tests have their place in the hiring process, they should not be the sole means of validating technical candidates. Manual technical interviews provide a deeper understanding of a candidate's skills and fit for the role. By combining automated and manual methods, companies can create a more effective and respectful hiring process that benefits both the candidate and the employer.