Timed Programming Tests
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After a bad confrontation with a manager, I put my resume back online to see what was out there. A lot of the companies that I've been speaking with are asking me to take a "timed programming test." From browsing around in the lounge, I've noticed that quite a few of you conduct interviews on prospective candidates. How are these test helpful? I always though it was the quality of the work and not my ability to solve x number of tedious word problems in an hour.
[Insert Witty Sig Here]
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After a bad confrontation with a manager, I put my resume back online to see what was out there. A lot of the companies that I've been speaking with are asking me to take a "timed programming test." From browsing around in the lounge, I've noticed that quite a few of you conduct interviews on prospective candidates. How are these test helpful? I always though it was the quality of the work and not my ability to solve x number of tedious word problems in an hour.
[Insert Witty Sig Here]
I no longer do "online tests" they are a waste of my time and from what I have heard many "international" candidates have someone else take the test for them so they are not even competitive. I do, however, avail myself to in person programming challenges. That said, the ability to solve complex problems quickly is useful. It shows a breadth of knowledge as well as critical thinking and reasoning skills.
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After a bad confrontation with a manager, I put my resume back online to see what was out there. A lot of the companies that I've been speaking with are asking me to take a "timed programming test." From browsing around in the lounge, I've noticed that quite a few of you conduct interviews on prospective candidates. How are these test helpful? I always though it was the quality of the work and not my ability to solve x number of tedious word problems in an hour.
[Insert Witty Sig Here]
VonHagNDaz wrote:
A lot of the companies that I've been speaking with are asking me to take a "timed programming test."
It depends on what they mean by "test". We give a practical test that requires the candidate to sit in front of Visual Studio and write a small application. Nothing too difficult, but it does show up a multitude of things. * Listening / Reading skills: It is amazing the number of candiates that cannot follow simple instructions. (e.g. Our spec specifically calls for a DAL to be created. Few do this) * Analytical skills: There is some simple logic to follow to get the thing to work. Does that logic make sense and is it constructed in a way that is easy to follow. * Program Structure: Do they structure the program in a reasonable way. The number of people that just chuck everything in one big ball of mud class is amazing. The candidate does have access to the internet and to our library so they get as real world an experience as we can possibly make for a two to four hour test. (We expect senior guys to complete in 2 hours, and juniors to complete in 3 to 4 hours)
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After a bad confrontation with a manager, I put my resume back online to see what was out there. A lot of the companies that I've been speaking with are asking me to take a "timed programming test." From browsing around in the lounge, I've noticed that quite a few of you conduct interviews on prospective candidates. How are these test helpful? I always though it was the quality of the work and not my ability to solve x number of tedious word problems in an hour.
[Insert Witty Sig Here]
VonHagNDaz wrote:
I've noticed that quite a few of you conduct interviews on prospective candidates. How are these test helpful? I always though it was the quality of the work and not my ability to solve x number of tedious word problems in an hour.
I don't use them. And personally, I don't care for them. I understand the need to separate the fakers and the real thing, but you probably turn away as many quality applicants from test anxiety as you do trying to fake it (unless the number of fake resumes are up higher there). Not that our interview subjects feel much better, still at least some of the interviewers are more personable. We do the round-table type interview, a lot of canned questions and a few aimed specifically at the job skills, and a lot about the details of the work you have done on your resume. One of our brightest was asked one question by one of programmers/project-leaders trying to find an alternative way to solve celcius to fahrenheit. The kid interviewed was a masters in math, but it was such an odd question, he paniced and didn't know. yet when I was asking about quaternions he used and when, he was much calmer. He was able to walk through the scope of some of the math he taught as a T/A as well as some of the hobby graphics he has done. I was able to sneek in a few questions by showing him our stuff and asking him if he knew a way to improve it (I did know, I just hadn't had the time -- they were all things on my list). These questions he answered better than the on-the-spot question with everyone watching and waiting at the interview table. I took a timed test to enter my school, scored top of my class on it, and I even have test anxiety. The difference was it was primarily "find the next in the series" which I have been doing since grade school in puzzle books. It is the only test I have ever really done well on. But, like I said. I do understand the usefulness of the tests. We do run across at least one person who has exaggerated on their resume, and once at my previous job, one person who out and out lied (about his degree and more). These are the people you are trying to catch and turn away as fast as possible. If you have any certifications for your job, those generally require passing tests for certification, so tests including questions from the necessary certifications would show how familiar you still are with your certified material. Find the next in a series tests is an old wives tale that holds true for certai
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After a bad confrontation with a manager, I put my resume back online to see what was out there. A lot of the companies that I've been speaking with are asking me to take a "timed programming test." From browsing around in the lounge, I've noticed that quite a few of you conduct interviews on prospective candidates. How are these test helpful? I always though it was the quality of the work and not my ability to solve x number of tedious word problems in an hour.
[Insert Witty Sig Here]
Both my previous company and my current one use these to filter out people for walkins (I don't think they use them for employee referrals).
VonHagNDaz wrote:
How are these test helpful?
I think they're worthless.
Cheers, विक्रम
And sleep will come, it comes to us all And some will fade and some will fall
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After a bad confrontation with a manager, I put my resume back online to see what was out there. A lot of the companies that I've been speaking with are asking me to take a "timed programming test." From browsing around in the lounge, I've noticed that quite a few of you conduct interviews on prospective candidates. How are these test helpful? I always though it was the quality of the work and not my ability to solve x number of tedious word problems in an hour.
[Insert Witty Sig Here]
I guess it's to test your "immediate" knowledge. Besides, what I have noticed is that a lot of people dare to write eg. "expert" C++ knowledge, but they don't even know what a pointer is. We also let our candidates solve some questions and make a small app. Just to see, how he codes and tries to solve problems. Good luck !!
V. No hurries, no worries
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After a bad confrontation with a manager, I put my resume back online to see what was out there. A lot of the companies that I've been speaking with are asking me to take a "timed programming test." From browsing around in the lounge, I've noticed that quite a few of you conduct interviews on prospective candidates. How are these test helpful? I always though it was the quality of the work and not my ability to solve x number of tedious word problems in an hour.
[Insert Witty Sig Here]
Having worked in a very small programming department doing mostly data conversion, for the last 10 years, I have done and seen various hiring methods. The best so far has been small actual assignments that are expected to be a few hour's work. During which time the prospect has access to all of our reference material and ourselves. Some of the best have usually been those that asked questions. Even "dumb" questions showed a willingness to learn while doing. Of course, we're an anomaly in many ways.:-D
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After a bad confrontation with a manager, I put my resume back online to see what was out there. A lot of the companies that I've been speaking with are asking me to take a "timed programming test." From browsing around in the lounge, I've noticed that quite a few of you conduct interviews on prospective candidates. How are these test helpful? I always though it was the quality of the work and not my ability to solve x number of tedious word problems in an hour.
[Insert Witty Sig Here]
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After a bad confrontation with a manager, I put my resume back online to see what was out there. A lot of the companies that I've been speaking with are asking me to take a "timed programming test." From browsing around in the lounge, I've noticed that quite a few of you conduct interviews on prospective candidates. How are these test helpful? I always though it was the quality of the work and not my ability to solve x number of tedious word problems in an hour.
[Insert Witty Sig Here]
VonHagNDaz wrote:
A lot of the companies that I've been speaking with are asking me to take a "timed programming test."
Are these companies with real contracts (or work) or are they head hunters. Head hunters will waste your time.
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