Coding Tests vs. Technical Interviews: Which Works Better?

Finding the best way to hire tech talent? Here’s the answer: Both coding tests and technical interviews have unique strengths. Coding tests are quick, scalable, and great for screening programming skills. Technical interviews dive deeper into problem-solving, communication, and teamwork. A smart hiring strategy combines both.

Key Takeaways:

• Coding Tests: Efficient for screening many candidates, focusing on programming basics.
• Technical Interviews: Ideal for senior roles, assessing advanced skills and collaboration.
• Hybrid Approach: Start with coding tests, then use interviews for deeper evaluation.

Quick Comparison:

Bottom Line: Use coding tests to screen efficiently, and technical interviews to evaluate deeper expertise and soft skills.

Key Differences: Coding Tests vs Technical Interviews

Coding Tests Explained

Coding tests are automated tools used to assess a candidate's programming skills through specific coding challenges. These tests are efficient, allowing companies to evaluate multiple candidates at once while maintaining consistent standards.

Using technical assessments as an initial screening step can save time and reduce the workload for engineering teams, especially when hiring for entry-level or junior developer roles.

One growing concern is the rise of AI tools like ChatGPT in assessments. Recent statistics indicate that over 25% of candidates might use ChatGPT to complete challenges. This makes it essential to include proper proctoring and anti-cheating measures to ensure fair evaluations.

Unlike coding tests, technical interviews go beyond programming skills to assess problem-solving and teamwork abilities.

Technical Interviews Explained

Technical interviews shift from automated assessments to a more interactive and detailed evaluation process. These interviews involve direct interaction between candidates and engineers, focusing on solving complex problems, discussing system designs, and reviewing past work.

Some common formats for technical interviews include:

• Live coding sessions: Candidates solve problems in real-time, explaining their thought process as they go.
• System design discussions: Candidates showcase their ability to design and architect solutions for more intricate challenges.
• Code review conversations: Candidates analyze and discuss their previous projects, explaining their decisions and approaches.

"The best way to save engineering time in a hiring process is with a technical assessment." - Woven Teams

While coding tests are great for identifying programming skills, technical interviews uncover additional qualities. Here's a breakdown of what technical interviews can reveal:

Technical interviews are especially useful for senior-level roles, where candidates need to demonstrate more advanced skills like system design and teamwork. However, these interviews require more time and involvement from engineering teams, which can slow down the hiring process.

Together, coding tests and technical interviews form a balanced hiring strategy. Coding tests efficiently screen candidates at the start, while technical interviews provide a deeper look at their technical and interpersonal strengths.

Take Home Coding Test Tips & Tricks - Types of Technical ...

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Direct Comparison of Both Methods

This section provides a side-by-side comparison of the two methods to help refine your hiring strategy.

Key Features and Limitations

Here's a breakdown of how coding tests and technical interviews stack up:

Recent data shows that automated coding assessments can streamline candidate evaluation more effectively than traditional interviews in many cases.

When to Use Each Method

Choosing the right method depends on the role and the scale of hiring.

Coding tests work best for:

• Entry-level positions focused on basic programming skills
• High-volume hiring where a standardized process is essential

Technical interviews are ideal for:

• Senior-level roles requiring expertise in system design
• Positions that prioritize teamwork and communication skills

Many companies combine both methods. They use coding tests to screen candidates efficiently and follow up with technical interviews to assess deeper expertise and interpersonal abilities. This hybrid approach balances efficiency with thoroughness.

Making Each Method More Effective

Here’s how to improve the outcomes of each method by addressing their strengths and challenges.

Improving Coding Test Results

Creating effective coding tests requires thoughtful preparation.

Use Job-Specific Scenarios
Design tests that mirror tasks candidates would face in the role.

"With WeCP's automation capabilities, we've not only streamlined the process but also enhanced the candidate experience." - Paula Macnab, Hiring Manager at Yellow

Evaluate Holistically
Focus on multiple aspects, including:

• Problem-solving techniques
• Code structure and design
• Application of technical knowledge
• Ability to handle different situations

Minimize Test Anxiety
Help candidates perform their best by:

• Providing clear instructions
• Setting reasonable time limits
• Offering practice questions
• Giving detailed problem descriptions

"Honestly, there's nothing like it." - Allahbaksh Asadullah, Principal Product Architect at Infosys

Enhancing Technical Interview Results

While coding tests are great for initial screening, technical interviews require a more structured approach for deeper insights.

Standardize the Process

• Use consistent question sets with scoring criteria
• Allocate time effectively
• Establish clear evaluation benchmarks

Incorporate AI Tools

• Ensure interview consistency
• Analyze responses objectively
• Provide unbiased feedback
• Track interviewer performance

"After WeCP, our technical recruitment has become super efficient. We significantly reduced the time our hiring managers spent with unqualified candidates." - Erich Raldmann, Managing Partner at Spherion

Focus on Skills That Matter Long-Term
Assess areas like:

• Problem-solving strategies
• Communication abilities
• Versatility with technical challenges
• Potential for teamwork and collaboration

"When assessments reflect your business, candidates don't just see a test; they see a future at your company." - WeCP Website

Conclusion

Choosing between coding tests and technical interviews isn't about picking one over the other - it's about using both to create a well-rounded hiring process.

Coding tests are great for quickly and objectively assessing technical skills on a large scale. On the other hand, technical interviews give a deeper look into how candidates think, communicate, and apply their experience. A smart approach combines both: start with coding tests to confirm technical abilities, then use technical interviews to evaluate problem-solving, system design skills, and interpersonal strengths.

Modern AI tools can enhance this process by ensuring fairness and providing deeper insights. For example, WeCP's platform has helped over 2,000 companies streamline their hiring while maintaining high-quality evaluations. By designing assessments that mimic real-world tasks, it ensures candidates are judged on practical skills, not just theory.

"After WeCP, our technical recruitment has become significantly more efficient, reducing the time our hiring managers spent with unqualified candidates." - Erich Raldmann, Managing Partner, Spherion

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