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 …
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Replying to @imranghory
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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Replying to @stefan_arrr
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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Replying to @imranghory
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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I did end up completing ~10 take home tests but I'd also drop out at different stages with others (sometimes with places I was quite excited about but where it was just unclear if I'd get to the next stage, when there were other hotter leads, and other offers due to expire)
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