Rethinking the Developer Hiring Process
The prevalent developer hiring procedure today involves a sequence of tests evaluating coding acumen (often likened to the brain teasers on platforms such as LeetCode) and system design aptitude. This is consistent across multiple interview stages, regardless of an applicant's prior experience. But what drives the intricacy of these software engineering interviews?
Factors Complicating the Interview Process:
Absence of Regulation: Unlike many professions, there's no licensing body governing software developers. Moreover, having a degree, often seen as a mark of expertise in other fields, is optional in tech.
Varied Tools and Processes: The vast assortment of tools and processes in the tech industry often don't seamlessly transfer across companies.
Mismatches in Qualifications and Skills: Experience, titles, and degrees don't necessarily indicate coding or system design proficiency. This inconsistency is a well-acknowledged concern in the tech realm.
Copycat Syndrome: If tech behemoths like Google adopt a particular method or trend, smaller companies often follow suit, whether or not it's genuinely beneficial. This herd mentality has given rise to phenomena like open office spaces and the oscillation between remote and in-person work trends.
Redefining the Goals of the Interview Process:
It's reasonable to infer that the chief objectives of any interview process are:
Ensuring the potential hire possesses the necessary technical skills for the role, or the capacity to acquire them. Ideally, understanding their expertise level prior to hiring.
Verifying that the candidate would gel with the team's culture and ethos.
With these objectives in mind, I propose a paradigm shift: Transitioning from Direct Full-Time Positions to a Contractor-to-Full-Time Model.
Here’s why:
Actual work scenarios cannot be replicated in a short interview span. Bringing someone on as a contractor provides a genuine taste of their skills and adaptability in real-world situations.
If both the employer and the contractor find the arrangement mutually beneficial, a transition to a full-time role can be made.
The Next Challenge: Hiring Contractors
Relying solely on a contractor's resume might seem risky. But consider this: Instead of exhaustively vetting their technical prowess, interview them for cultural alignment, a process that might last just about an hour. If discrepancies emerge within the first few interactions, terminating the contract becomes a straightforward procedure.
This proposal stems from personal observations. At numerous companies I contracted for, I was invariably extended a full-time position offer. Surprisingly, had I been subjected to their standard interview process, I doubt I'd have had the patience to see it through.
This approach may not just refine hiring accuracy but also enhance the overall quality and satisfaction of both the company and the prospective employee.