While we're a great believer in the usefulness of coding challenges for a better recruitment experience all around, we know there's a lot of bad practice around that hurts companies and engineers both.
In addition to being the best way to manage your custom coding challenges, here at Candidate Code we're keen to help further best practices around technical recruitment for the benefit of everyone. We're releasing a series of articles discussing recruitment challenges and how to use them.
If you have any thoughts, suggestions for further resources or questions, feel free to drop us a line at firstname.lastname@example.org
Coding challenges can be a highly effective and efficient part of recruitment for all involved - but poorly designed tests waste time and lose talent. We'd like to see that change; so we're building a community driven best-practice list for coding challenge design.
In this post, we explore two defined types of recruiting challenges: simple screening tests and skills assessment tests. We'll cover where they sit in a recruitment pipeline, how to make them fair to candidates, and what you can expect to get out of them.