Have you ever been asked to do a test assignment as part of a job application?

If you're a job seeker in the tech industry, chances are you've encountered this practice at least once. Test assignments are often used by companies to evaluate the technical skills and problem-solving abilities of job candidates. However, as many candidates can attest, test assignments can also be a source of frustration, stress, and even exploitation.

In this blog post, I'll explain why I believe that asking job candidates to do test assignments at home is a bad practice that should be reconsidered by hiring managers.

What is the negative impact on job candidates? We are plenty of reasons!!!

Test assignments are often time-consuming and require a significant investment of the candidate's time and effort. This can be particularly burdensome for candidates who are currently employed and may not have a lot of free time to devote to a test assignment. Moreover, test assignments can be stressful, especially if the candidate is unsure of what is expected of them. The pressure to perform well can lead to anxiety and self-doubt, which is not a fair representation of the candidate's true abilities.

Furthermore, if a candidate is not selected for the position, they will have invested significant time and effort without any compensation. This can be demotivating and feel like exploitation.

Discriminatory Practice

Test assignments can also be discriminatory, as they may disadvantage specific candidates. For example, a test assignment may require access to expensive software or hardware that some candidates may not have. Additionally, a candidate may have personal obligations, such as caregiving responsibilities, that make it difficult for them to complete the test assignment. Ultimately, test assignments can create a barrier for otherwise qualified candidates, leading to a less diverse and inclusive hiring pool.

Unnecessary Practice

While test assignments can be used to evaluate a candidate's technical skills, they may not be the best way to assess a candidate's overall ability to do the job. Job candidates can demonstrate their skills and experience through their portfolios, references, and in-person interviews. These alternative methods can be just as effective, if not more so, and are less likely to place unnecessary burdens on candidates.

Addressing Common Objections

One common objection to this argument is that a standardized evaluation process is necessary to ensure fairness and consistency. However, there are other ways to achieve this without requiring candidates to do test assignments at home. For example, coding challenges that are completed on-site or in collaboration with the hiring team can be effective alternatives.

Another objection is that test assignments are a way to see how candidates work on real-world problems. However, this assumption is flawed as the work done in a test assignment may not be a reflection of the candidate's true abilities. Furthermore, the stress and pressure of completing the assignment at home may not replicate the conditions of real-world work environments.

Conclusion

In conclusion, asking job candidates to do test assignments at home is a bad practice that should be reconsidered by hiring managers. Test assignments can be time-consuming, discriminatory, and unnecessary. Alternative methods for evaluating a candidate's skills and experience exist that are just as effective, if not more so, and are less likely to place undue burdens on candidates. The tech industry can foster a more inclusive and diverse hiring culture by being more mindful and respectful of job candidates' time and resources.

Alternatively

One alternative to test assignments is to conduct a technical meeting with candidates that involves pair programming. During this meeting, the candidate works collaboratively with members of the hiring team to solve a real-world problem or complete a coding challenge. This allows the hiring team to observe the candidate's technical skills and problem-solving abilities in a more natural and interactive setting. Pair programming can also help to reduce the stress and pressure that candidates may feel when completing a test assignment at home. Additionally, conducting a technical meeting can be a valuable opportunity for the candidate to learn more about the company's culture and values, and to ask questions about the position and the team. Overall, a technical meeting with pair programming can be a more effective and fair way to evaluate a candidate's technical abilities, while also providing a positive and engaging experience for the candidate.