Algorithms and puzzles
Some companies are more worried about puzzles and algortithms. Most/all are available online. Some people mug them up and crack interviews. How can it be taken as a measure of capability for problem solving?
What is a better measure? A "four hour" take home programming assignment?
I feel contract to hire helped hiring right candidates. It helps in assessing both technical and behavioral qualities.
Good candidates won't ever agree to that
At worst it takes dedication to Leetcode your ass off to get in somewhere you may not have otherwise and learn how to see solutions to complex problems. This shows for persistence. At best they got in with their natural ability to see solutions to complex problems.... They may still be lazy.
Agree it shows their persistence. But i feel there is need for newer ways of hiring to get intelligent team players.
This is the best way, period. The alternatives: a) trusting whatever is on a candidate's resume and only asking behavioral questions to determine culture fit (people lie on their resumes) b) take home assignments (waste of time) c) asking non-leetcode programming questions, which would probably be trivia questions (no one likes these because they're easy to look up on the job, so do not assess a candidate's skills correctly) As you can see, none of the alternatives are desirable. With FANG companies, they usually ask questions you most likely haven't seen before on LC, so algos questions _are_ good interview questions. And even if all questions are LC questions, why do you not like that? Practice LC for a couple weeks/months and you'll net yourself double maybe triple your TC. What's not to like? (And no, that's not "gaming the system", that's just practicing and strengthening your CS fundamentals).
What is TC?
It's another name for Blind
😂
They solved the problem of passing the interview barrier. Not easy.
Thats the problem. I noticed many who can crack interviews are not good at work. Few hours of interview decicising years long of association.
At the same time, independently of the test, you’re always going to have the problem of the person not putting the same energy level in work as in the interview, whatever the contents of the interview are. After the interview, the company can always fire the people that don’t do their job properly. If you just onboard anyone without an interview, you’ll likely get an even worse result.