Work sample tests are a critical part of hiring well. But they're a minefield; so easy to build unfair tests.
My new article has the rules I follow to build fair tests. Check it out, or 🧵👇 for the short version: jacobian.org/2021/nov/17/ws…
My new article has the rules I follow to build fair tests. Check it out, or 🧵👇 for the short version: jacobian.org/2021/nov/17/ws…
1. Simulate real work as closely as possible: always use exercises that are close as possible to the real tasks candidates would perform if hired.
Don't ask candidates to do things in tests they'd never have to do in real life. Don't add bullshit requirements like "no googling".
Don't ask candidates to do things in tests they'd never have to do in real life. Don't add bullshit requirements like "no googling".
2. Limit work sample tests to less than 3 hours. Be explicit about that time-box. Asking more than that is unfair.
3. But also allow candidates to find those three hours anywhere they can; be very flexible with scheduling, and avoid deadlines. Candidate's have many other responsibilities beyond interviewing with you; show some respect.
4. Provide as much choice to candidates as possible: give them the choice of several kinds of work sample tests, programming languages, environments, etc. Give candidates the opportunity to play to their strengths.
5. Use tests as the start of a discussion, not as a simple pass/fail. Resist the temptation to check submissions automatically.
Programming is a team sport; you need people who can code and _also_ talk about code. Check for both.
Programming is a team sport; you need people who can code and _also_ talk about code. Check for both.
6. No surprises: tell candidates ahead of time about the work sample test, and give them clear instructions when assigning the test.
Surprise tests were bullshit in high school; in professional life, they're unforgivable.
Surprise tests were bullshit in high school; in professional life, they're unforgivable.
7. Test your work sample tests internally before giving them to candidates. If people already working for you perform poorly on the exercise, it’s probably too hard for candidates (or you’ve made some terrible hiring decisions).
8. Offer exercises late in the hiring process. Don't make them the "gate" to the rest of the interviews! It’s incredibly rude to ask a candidate to spend hours writing code only to get to a hiring manager who rejects them after 15 minutes.
Much more detail on all of these rules on my blog: jacobian.org/2021/nov/17/ws…
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