As agency recruiters, we often find ourselves in situations where hiring managers and authorities are unaware of how their interview process negatively impacts their ability to hire the best people. Recently, we’ve noticed a trend in tech recruiting where companies require developers or programmers to submit code samples. This practice can be problematic for several reasons and may hinder your ability to attract and hire the best candidates, especially passive ones.

The Problem with Requesting Code Samples

1.   Confidentiality and Intellectual Property Concerns: Many developers work on proprietary projects, and their code is often confidential. Not all programmers engage in coding work outside their primary employment. By asking for code samples, we may inadvertently request candidates to violate confidentiality agreements or intellectual property rights, which is neither appropriate nor ethical.
2.   Barrier for Passive Candidates: Passive candidates, who are often the most desirable, may be deterred by requests for code samples early in the process. These individuals are typically not actively job-seeking and may not have readily available, shareable code samples.
3.   Premature Investment: Requesting code samples too early in the process can be seen as asking for significant effort before the candidate is fully engaged or interested in the opportunity.

Alternative Approaches to Assess Coding Skills

While hiring managers rightfully want to ensure that the programmers they bring on board are capable of doing the required work, there are several alternative methods to assess candidates’ skills without requesting code samples:

1.   Live Coding Exercises: Conduct a coding assignment during an interview, either via Zoom or in person. This allows you to observe the candidate’s problem-solving process in real time.
2.   Take-Home Coding Assignments: Provide a coding project for candidates to complete on their own time. This approach offers flexibility but comes with considerations regarding the use of AI assistance.
3.   Technical Discussions with Active Coding: Engage in a technical conversation while the candidate writes code, asking them to demonstrate specific concepts or functions.
4.   In-Depth Technical Assessment by Recruiters: Leverage AI to help develop technical questions that recruiters can ask during interviews. While recruiters may not be able to judge the accuracy of answers initially, patterns will emerge after multiple interviews.
5.   Hire Technical Experts for Interviews: Engage technical experts on a contract basis to conduct in-depth technical interviews, typically for a fee of $100-200 per hour.

Embracing AI in the Coding Process

It’s important to acknowledge the role of AI in modern coding practices. If candidates use AI tools like ChatGPT to augment their work during assignments, this should not necessarily be viewed negatively. In fact, the ability to leverage AI effectively to improve code quality is a valuable skill in today’s tech landscape. Candidates who demonstrate proficiency in using AI resources showcases resourcefulness and adaptability – traits that can be highly beneficial in a professional setting.

The Importance of Candidate Engagement

For passive candidates, it’s crucial to prioritize engagement before requesting any substantial time investment. The process should follow these steps:

1.   Effectively sell your opportunity
2.   Get the candidate engaged and excited about the role
3.   Only then consider assigning more in-depth assessments or “homework”

Conclusion

While code samples can provide insights into a candidate’s abilities, requesting them, especially early in the process, can be counterproductive when recruiting passive candidates. By using alternative assessment methods and focusing on candidate engagement, you can create a more effective and attractive hiring process. This approach will help you tap into the pool of highly skilled passive candidates who might otherwise be deterred by premature requests for code samples.

Remember, if you’re only interested in active candidates, continuing to ask for code samples may be acceptable. However, to attract top passive developers, it’s essential to adapt your approach and prioritize candidate experience throughout the recruiting process.