> I simply don't have the time to solve your problems for free just to see if you'd like to invite me over for an interview.
I think that would be misusing this approach.
We build recruitment software.
The recruitment process is a funnel. At each stage, the employer tries to weed out the bad candidates. Simple maths says they try and use cheaper tests early on in the process when there are more candidates.
For example, first stage is often eyeballing the resume and a quick search on GitHub/SO. 5 minutes, costs say $10, weeds out say 65% of candidates.
At the next stage, we use a more expensive test, since we have fewer candidates to filter.
This particular test sounds like it would sit after an initial phone screen and before a team interview in terms of cost.
Personally I would only use it after a first interview, or tell the candidate that you will decide immediately after completion of the first interview whether it was successful, and if so send them away to do this project afterwards,i.e. reduce double handling
I think that would be misusing this approach.
We build recruitment software.
The recruitment process is a funnel. At each stage, the employer tries to weed out the bad candidates. Simple maths says they try and use cheaper tests early on in the process when there are more candidates.
For example, first stage is often eyeballing the resume and a quick search on GitHub/SO. 5 minutes, costs say $10, weeds out say 65% of candidates.
At the next stage, we use a more expensive test, since we have fewer candidates to filter.
This particular test sounds like it would sit after an initial phone screen and before a team interview in terms of cost.
Personally I would only use it after a first interview, or tell the candidate that you will decide immediately after completion of the first interview whether it was successful, and if so send them away to do this project afterwards,i.e. reduce double handling