Let’s face it! If ever there is something more terrifying than writing test cases for a developer, then it is the traditional whiteboard technical interview. In this competitive world, to beat the odds of competition and hire top talent, companies look to differentiate themselves from the competitors. But often everyone ends up doing the same thing – and not fix the actual problem.
Quincy Larson has written an excellent article on the broken traditional whiteboard recruiting, citing the struggle of Sahat Yalkabov who has given up on the search for a job as a front-end developer – as he found the technical interview process he attended at 6 different companies both humiliating and dehumanizing.
When companies are practically at war to hire the best talent, how did these companies lose out on a great coder? Who’s to blame – the interviewer or the interview process?
Many are of the belief that the tech recruitment process followed by companies include a lot of fancy tools to analyse the skills set and the cultural fit of the potential employer, which much to the dismay of many, isn’t true. Most companies still follow an outdated 4 step process:
- Resume screen
- Phone screen
- Preparation guide
- Code on whiteboard (Onsite)
To get an explanation as to why even now recruiters follow the above, we interviewed a few of the recruiters from the some top companies and the argument we received was not shocking but expected:
“The whiteboard interview is to give the candidate a problem and see if they can communicate the solution in the simplest form.”