Before you spend those 30-60 minutes, I want to know if you're worth working for. If you go straight into coding tests, I a) know you're not, b) expect you to be a formalistic stickler, c) I know you haven't done enough homework to at least have a reason to believe I am good enough to have plenty of options.
If you have done your homework when interviewing me, you'll understand that you need to sell me on your company, your team and the position first to let me assess whether you're worth my time.
The candidates who will bend over backwards to satisfy your coding tests before you've spent at least 20 minutes explaining why they should care, are the candidates who are fanboys and/or don't have other decent options. You should ask yourself why.
I've called off interviews and called the recruiter back to tell them I don't want to deal with that company again over interviewers who conducted bad technical interviews, for the reason that I know my value and I know the value of my time.
Conversely, when on the hiring end, I don't want candidates that are happy to bend over backwards for me without any sales effort first, or who don't ask me pointed questions about the company, the job, the terms. It makes me immediately suspicious about why they are willing to make such a big decision without sufficient information to evaluate if it would be a good fit for them.
If you have done your homework when interviewing me, you'll understand that you need to sell me on your company, your team and the position first to let me assess whether you're worth my time.
The candidates who will bend over backwards to satisfy your coding tests before you've spent at least 20 minutes explaining why they should care, are the candidates who are fanboys and/or don't have other decent options. You should ask yourself why.
I've called off interviews and called the recruiter back to tell them I don't want to deal with that company again over interviewers who conducted bad technical interviews, for the reason that I know my value and I know the value of my time.
Conversely, when on the hiring end, I don't want candidates that are happy to bend over backwards for me without any sales effort first, or who don't ask me pointed questions about the company, the job, the terms. It makes me immediately suspicious about why they are willing to make such a big decision without sufficient information to evaluate if it would be a good fit for them.