Coding Tests in Technical Interviews

Like most organisations, when recruiting Readify conducts a series of coding tests. I won’t go into those tests in detail but one thing that I reflected on today was more around the evaluation of those tests and the difference between “good code”, “acceptable code”, “bad code” and “not my code”.

As we grow we have to distribute the recruitment evaluation process across some of our more senior developers/consultants rather than just relying on a few people (people tend to do tours of duty when it comes to recruitment effort).

The problem is, even amongst the reviewers there is some differences in the way people would implement things. Someone’s “acceptable code” might be what I call “good code” because of its simplicity.

Unfortunately, code reviews will always be subjective. So it is important for candidates to do the absolute best job they can do without flipping over into over-baking any particular solution. Likewise it is important for reviewers to learn to distinguish the difference between “acceptable/bad code” and “not my code”.


One thought on “Coding Tests in Technical Interviews

  1. Dave

    When I interview I look at the quality of the code and ask myself: Can I work with code or is it going to drive me nuts? As some point you may have to work in that person’s code. You don’t want to drive yourself nuts. During the interview you should get a feel for whether that is their true style or if it is just them trying to impress. This is such a subjective task and it is not really fare for the candidate but in the end you are looking for a fit.

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