Tips On Creating A Coding Challenge: Onsite and Take Home Tests In the Interview Process

Including a coding challenge as part of your organization’s interview process can be a great way to assess a candidate’s technical skills and problem-solving abilities. However, creating a good coding challenge can be challenging.

They types of coding challenges:

There are pros and cons to both onsite coding challenges and take-away coding assignments. An onsite coding challenge allows the candidate to complete the task in real time, under the supervision of the interviewer. This can provide valuable insights into the candidate’s problem-solving abilities and their ability to work under pressure.

However, onsite coding challenges can also be stressful for the candidate, and they may not be able to fully demonstrate their skills if they are nervous or uncomfortable. Additionally, an onsite coding challenge can be time-consuming for both the candidate and the interviewer, and it may not be practical for certain types of jobs or candidates.

Take-away coding assignments, on the other hand, allow the candidate to complete the task in their own time and in their own environment. This can be less stressful for the candidate, and it allows them to fully focus on the task and demonstrate their skills.

However, take-away coding assignments can be more difficult to evaluate, since the candidate may have received help from others or used outside resources. Additionally, take-away assignments may not be suitable for all types of jobs or organizations, since they may require a higher level of trust in the candidate’s abilities.

Ultimately, the decision of whether to use an onsite coding challenge or a take-away assignment will depend on the specific needs and goals of your organization. It may be helpful to try both approaches and see which one works best for your organization and your candidates.

Here are some tips for creating a successful coding challenge:

1. Choose the right language.?The coding challenge should be in a language that is relevant to the job. For example, if you are hiring a Java developer, the coding challenge should be in Java.
2. Keep it simple.?The coding challenge should be simple enough that the candidate can complete it in a reasonable amount of time, but it should also be challenging enough to assess their skills. Avoid using complex algorithms or data structures, and focus on testing the candidate’s ability to solve a specific problem.?A recommendation?is to have two people from your team complete it to set a bar for candidates to achieve.
3. Provide clear instructions.?The candidate should know exactly what is expected of them and how to submit their solution. Be sure to provide clear instructions and any necessary samples or visuals.?A recommendation?is to include an FAQ attachment which includes any questions that have come up from previous candidates to avoid delays in completing the assignment.
4. Set a time limit.?A coding challenge should be completed within a specific time frame, such as one hour (onsite) and two to two and a half hours (take home). This will help ensure that the candidate is able to focus on the task and avoid getting bogged down in details.
5. Evaluate the solution.?Once the candidate has completed the coding challenge, it’s important to evaluate their solution carefully. Look for things like efficiency, readability, and the ability to solve the problem. Be sure to provide constructive feedback, and don’t hesitate to ask the candidate to explain their thought process.

By following these tips, you can create a coding challenge that is effective at assessing a candidate’s technical skills and problem-solving abilities.

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