Interview Assessments

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aigle2am

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Hello all

Recently went to quite a few interviews and all had some form of technical assessment. I always here interviewers saying they want to gauge how I think and what do I know. What do you guys think about these assessments? Do they really gauge a developers' knowledge base and competency level?
 
I think its more a measure of your compatibility with the position they have available, than your competency as an overall developer.

Good luck with the job hunting!
 
aigle2am said:
Hello all

Recently went to quite a few interviews and all had some form of technical assessment. I always here interviewers saying they want to gauge how I think and what do I know. What do you guys think about these assessments? Do they really gauge a developers' knowledge base and competency level?
Click to expand...

If the interviewer is any good, then yes, definitely. As mentioned, the criteria should be targeted for a fit (factoring in seniority, type of role, technical compatibility, personality compatibility, etc.). I can easily tell in 30mins if a candidate will work out. It's because I've had a lot of experience interviewing, and then seeing the result of the hire afterwards (for better or worse).

As a side note, I have worked with crap interviewers, and have been interviewed by crap interviewers, so they're definitely out there. They will tend to ask irrelevant knowledge based questions, or they may be be well below the candidates level and not even realize it.
 
Last edited:
aigle2am said:
Hello all

Recently went to quite a few interviews and all had some form of technical assessment. I always here interviewers saying they want to gauge how I think and what do I know. What do you guys think about these assessments? Do they really gauge a developers' knowledge base and competency level?
Click to expand...

They are a lot better than hiring some chancer that cannot code to save his life, e.g. http://mybroadband.co.za/vb/showthr...-Developer?p=11656495&viewfull=1#post11656495

Some tests are obviously better than others. Also, never work for a place that does not do them. You will end up working with a bunch of losers that you cannot depend on. Will result in way too much stress.

And congrats on your new job.
 
gkm said:
They are a lot better than hiring some chancer that cannot code to save his life, e.g. http://mybroadband.co.za/vb/showthr...-Developer?p=11656495&viewfull=1#post11656495

Some tests are obviously better than others. Also, never work for a place that does not do them. You will end up working with a bunch of losers that you cannot depend on. Will result in way too much stress.

And congrats on your new job.
Click to expand...

Thanks. With regards to the link you added as an example, I would assume that an inability to spot mistake as simple as those is an insult to the interviewer. Absolutely criminal.
 
we have 2 initial tests that we always do when interviewing a php/web developer.

#1. create a traffic light in html/css/javascript/jquery.
make the traffic light change colour on click.
add another traffic light 50% of the size of the first.
clicks on the first change both.

#2. design a simple address book app, with 2 domain objects, addressbook and contact - however you want to do it, class diagrams, erds, stub implementation, etc, on paper.

#1 gives you a pretty clear picture of were they are in those skills.

#2 can show you a lot of how they think about programming/software.
 
My favourite question is: "Implement the fastest dot product function you can."

This simple question (and simple function) touches on so many areas when one goes deep enough.
 
_kabal_ said:
we have 2 initial tests that we always do when interviewing a php/web developer.

#1. create a traffic light in html/css/javascript/jquery.
make the traffic light change colour on click.
add another traffic light 50% of the size of the first.
clicks on the first change both.

#2. design a simple address book app, with 2 domain objects, addressbook and contact - however you want to do it, class diagrams, erds, stub implementation, etc, on paper.

#1 gives you a pretty clear picture of were they are in those skills.

#2 can show you a lot of how they think about programming/software.
Click to expand...

Just be aware that if you use recruiters they typically ask the people they sent what questions were asked and then provide those to future candidates.
 
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