It has also been my experience that there’s often a disparity between when some folks put in their portfolios vs. Personally, I’ve used interview assignments as a hiring manager, and I’ve participated in them as a candidate, and I think they can be a good indicator of how the person works under pressure, having to create something on their own, with a limited timeframe. I think that is a reasonable investment of time when applying for a role that possibly hundreds of others are applying for the same role.Īnd, Mark Lassoff is correct. I have an assessment challenge prepared that any seasoned developer with intermediate skills should be able to develop in a couple of hours with a one-week turnaround. If the candidate is not offered the role, they still have a piece for their portfolio - the WIIFM. You can tell me how skilled you are, but I still do not know if you can execute those skills.Įchoing Tim Slade, an assessment should be a challenge that assesses skills required for the role in a non-proprietary approach. I can assess knowledge by asking questions, challenges they faced, problems they solved, etc. I noticed another pattern in the comments thread: knowledge and skill are seen as the same thing. I am open to changing my thoughts on this, but I still believe assessing skill alone for a developer's role requires some performance assessment. I appreciate all the comments and feedback! This thread shows a pattern of not assessing a candidate's skills.
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