Have you ever watched the TV show Chopped? If you haven’t, it’s a competition among 4 chefs. There are 3 rounds, and after each round, one of them is chopped (eliminated), until one remains. The winner gets a cash prize. This would seem like a good way to determine who is the best of the group, right?
The problem is how the competition is run: each round the chefs are given a basket of “mystery” ingredients that they can’t see until the round begins. And more often than not, the basket contains, shall we say, “odd” combinations. One such basket contained blood orange syrup, the African spice blend ras el hanout, hot cross buns, and lamb testicles. The chefs can add other staple ingredients, but those four flavors have to be featured prominently in the result.
And if that isn’t difficult enough, there is a time limit that is always ridiculously short. The chefs had 20 minutes to create an appetizer from the basket I described above: 20 minutes to create a recipe, determine what other ingredients to add, prepare and cook the food, and then plate it for a beautiful presentation.
I must confess that I find the show very entertaining, and have watched countless episodes. And I’m not alone: the show has been running for 44 seasons over the past 11 years. But let me ask you: if you were opening a restaurant, would this be the way you would select your head chef? I would hope not! Any restaurant that would spring surprises on their chefs and expect them to deliver first-rate food in impossibly short time limits wouldn’t last very long.
Which brings me to the point of all this: if you are interviewing for a programmer, do your interviews actually determine how well they would be able to work in your team? How positive their contribution will be?
Making a candidate live code a solution to a problem they’ve never seen before in a short period of time with people watching their every keystroke is the software development equivalent to being on Chopped. I certainly hope that your work environment isn’t anything like that. So why would you think that a live coding session in an interview tells you anything about their potential?
What artificial scenarios like Chopped or live coding interviews do is test a candidate’s ability to handle stress. Personally, I’ve never had a problem with live coding, but then again I’ve never had test anxiety in school, either. I’ve seen many talented developers choke under those circumstances, but that doesn’t mean that I wouldn’t want to have them on my team.
What does it say about your company as a place to work if the bar they have to clear is how well they can handle high levels of stress?
When I first started interviewing candidates when I was at Rackspace, the standard was to have one interviewer do a live coding challenge, and another ask one of those bizarre, abstract brainteasers (“Walk us through your thoughts…”). Once again, these practices just show how nervous someone is in what is already an inherently stressful situation. That link includes a juicy quote:
These types of questions are likely to frustrate some interviewees so watch out for those who aren’t willing to play the game. It’s an interview after all and you make the rules.Mark Wilkinson, head of recruitment, Coburg Banks
It’s all a game to him, and if asking questions with no right answers eliminates potentially good candidates, tough. It sounds like he is more interested in seeing who can tolerate being bullied than finding the best people for his company.
After sitting through some of these types of interviews at Rackspace, I campaigned internally to change these practices, because I saw some intelligent and capable candidates get flustered and end up looking dumb. I found that there are better ways to determine if someone is a good addition to your team. Perhaps I’ll elaborate more about these in a future post…