Comment by nailer
1 day ago
> I encourage our customers to use assessments that somewhat resemble on-the-job skills.
On the job will I constantly have to craft a narrative for another person while I code?
Do you know how many autistic people who are great programmers you're throwing away by asking them to multitask rather than letting them deep focus?
I agree with you. I’ve failed many live-coding interviews because I start focusing on how the interviewer perceives me instead of the task at hand haha. Hiring managers still want to hear the candidate talk through a technical problem. I built a way for candidates to screen-record their take-home solution using only their microphone and screen share, with as many takes as they want. This lets hiring managers hear how candidates communicate and explain their technical implementations, a skill that matters on teams. But it means managers have to watch those videos. Many of our customers use it and candidates like it, but it still takes extra effort on the candidate’s and hiring managers part, with no guarantee that it will "pay off".
> This lets hiring managers hear how candidates communicate and explain their technical implementations, a skill that matters on teams.
Yes, communicating and explaining technical implementations matters, but not while I am coding. Allow people to present separately from coding.
Agreed, the way it is implemented is that candidates do the recording after they submit their work.