> and the vast majority of these involved algorithm questions that had no relation with the job function.
Consider the problem that you're hiring a software engineer and the company has has openings in several different teams that only have the job title in common.
Do you have four different sets of problems that are related to job functions? Does the interview take four times longer? Or do you extend offers to a dozen software developers this week and then have the teams that have the most need / the applicant appears to be best suited for add the headcount there?
If you are giving the same interview to all the candidates (so that you're trying to eliminate bias of asking different questions of different people) ... would that not tend to be solved by asking more abstract questions that are then compared to an agreed upon rubric as to which candidates were "meets expectations"?
... And what if it is for one team that has one set of problems... Do you have the candidates sign NDAs so that you can show them the actual problems that you then go pursue if something leaks? And if today's actual problem is solved tomorrow (unrelated to the applicants solution ... though I've experienced some "here is some real problems we are having" and startups trying to get an hour or two of consulting time for free with no intent to hire), do you give a different interview for someone next week?
The standardized and unrelated work means that you're not accidentally getting in trouble with HR with some bias in the questions or running afoul of FSLA by having someone do uncompensated work that might be related to real things being done.
Consider the problem that you're hiring a software engineer and the company has has openings in several different teams that only have the job title in common.
Do you have four different sets of problems that are related to job functions? Does the interview take four times longer? Or do you extend offers to a dozen software developers this week and then have the teams that have the most need / the applicant appears to be best suited for add the headcount there?
If you are giving the same interview to all the candidates (so that you're trying to eliminate bias of asking different questions of different people) ... would that not tend to be solved by asking more abstract questions that are then compared to an agreed upon rubric as to which candidates were "meets expectations"?
... And what if it is for one team that has one set of problems... Do you have the candidates sign NDAs so that you can show them the actual problems that you then go pursue if something leaks? And if today's actual problem is solved tomorrow (unrelated to the applicants solution ... though I've experienced some "here is some real problems we are having" and startups trying to get an hour or two of consulting time for free with no intent to hire), do you give a different interview for someone next week?
The standardized and unrelated work means that you're not accidentally getting in trouble with HR with some bias in the questions or running afoul of FSLA by having someone do uncompensated work that might be related to real things being done.