Tech interviews can be “performative at best and exclusionary at worst,” writes Jennifer Riggins, with stress-inducing whiteboard tests, for example, favoring the most charismatic candidates rather than the most qualified.
Riggins looks at alternatives to whiteboard tests, such as take-home assignments and pair programming, noting that “if you are asking people to write code or strategy that can benefit your business, they should be paid for their intellectual property contribution.”
Additionally, Riggins says, interviewers should avoid “gotcha” questions and instead work to make candidates feel “like you actually want them to succeed.”
Read more at The New Stack.
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