If you’re not using work sample assignments as part of your hiring process then you’re likely missing out on good candidates. There’s a huge body of evidence showing they out-predict almost every other screening technique.https://twitter.com/auren/status/1020365422950940672 …
With a take home test filter prior to the final interview you also miss out on good candidates—yet another hurdle to get stuck on. When in many interview processes simultaneously & under time pressure I’d focus on hotter leads who could turn around on an offer with less friction.
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That’s more of a sales issue, we always had a quick call before giving the take home assignment where the goal was ensuring the candidate was pumped/excited about the role. The drop-out rate for good candidates was virtually zero.
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FWIW for me personally I casted a wide net and entered into several dozen interview processes in my last search, treating it as a full-time job—maybe I was an outlier in that regard? All these take home tests were after an initial screening call & in one case after a first onsite
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In my own last search I’d prioritize onsites (which often still included in person work sample tests) and ended up flaking in the take home test stage with several places—so they never even got to meet me as I was too busy interviewing elsewhere
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