flagged as off topic
First of all, I definitely don’t believe this belongs in #help-and-feedback:code-review.
As someone who has, in the past, had to sieve through regional applications for positions to be filled, I am heavily against the practice of a proficiency test. Truly, it shows laziness on the recruiter’s or manager’s behalf.
If you want to know if someone is competent in an interview, you should ask the appropriate questions. I don’t care if the person has mastered the art of various algorithms; I want to sit them in front of the team’s tooling and stations and give them thirty minutes or so to debug a live issue. Proficiency tests don’t test this well.
To see if they’re fit for the job, I want to see if they can perform well; not that they’ve lurked enough to know the theoretical approach on how to develop something.
Now, do proficiency tests exist? Of course. Do they work with software developing? Well, yes. However, you’re mainly going to see this in FAANG companies where they can afford to be extremely picky. You’re not going to see this in a environment of 10 or lower members, not even a studio of 20-50.
If you’re creating a standardized tests for others, do the community and those you’re creating it for a favour; all it will show is roughly how well the developer read through the API reference. If you’re creating it for yourself, I heavily advise against it. Instead, take this time to review how to give insightful interviews so you can truly get the best fit.
Incorrect Category