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Effective Technical Interviewing with GitHub
[UPDATED 5.8.22: a revision to the first strategy]
Throughout my career I’ve encountered many problems with hiring processes, some mildly annoying, some decidedly infuriating, and some utterly baffling. Of all of those issues, few have pressed my buttons as consistently as those relating to how technical assessments are generally handled.
The cost of an ineffective technical interview to the company can be greater than the hours invested in interviewing or the lack of resources until the right candidate is found, with many regulations making it difficult to get rid of a low-performing employee and most situations requiring a learning curve that extends beyond legal probation periods.
The cost of a technical interview to the applicant can be even greater, as interviewing at multiple companies or when already employed leaves little time to do the assessments and it’s usually a lot of effort, for no compensation, that produces nothing of value.
The bigger companies have found a reasonably good solution to the technical assessment, but phone screening and days full of whiteboard interviews are simply not affordable for the smaller players. The focus of this article is on technical assessments wherein the candidate is expected to produce a solution, or set of solutions, within a set period of…
