Effective Coding Tests for Developers in Japan: The 5 Do's and Don'ts You Need to Know
Administering coding tests is a crucial step in the hiring process, but it is daunting to create a test that accurately reflects a developer's skills and fits your team's needs.
Don't worry, we’re here to help!
From creating challenging yet fair questions to avoiding common pitfalls, we'll cover everything you need to know to create a coding test that will impress candidates and give you the confidence to make informed hiring decisions in Japan.
Whether you're a seasoned recruiter or new to hiring developers, our tips will help you create a test that stands out and helps you find the best candidates for your team.
There’s a lot to cover, so let's get started:
10. Understand the purpose of the coding test (Do)
Before administering a coding test, it's important to understand its purpose.
Is it to assess a developer's proficiency in a specific programming language? Is it to evaluate their problem-solving skills? Is it to test their ability to work collaboratively with a team?
Knowing the purpose of the test will help you tailor it to your specific needs.
9. Use coding tests that don't simulate real-world scenarios (Don’t)
Don’t use coding tests that do not simulate real-world scenarios.
Some coding tests may ask the developer to solve a theoretical problem that they would never encounter in their actual work. This type of test does not accurately assess a developer's skills or their ability to work on real projects.
Instead, try to create coding tests that simulate real-world scenarios that the developer may encounter in their job. This will help you assess their skills more accurately and find the best candidate for the job.
8. Keep the test relevant (Do)
Coding tests can be time-consuming for developers, so it's important to keep the test relevant to the position you are hiring for.
Avoid asking questions that do not relate to the role or are not commonly used in the industry. You don't want to waste a developer's time, and you don't want to miss out on a qualified candidate because they did not have time to answer irrelevant questions.
7. Set unrealistic time limits (Don’t)
Another mistake is to set unrealistic time limits for the coding test.
This can put unnecessary pressure on the developer and can lead to rushed or incomplete work. Be sure to give the developer enough time to complete the test without feeling rushed or stressed.
6. Collaborate with your team (Do)
As an engineering manager, you will have a team of developers working with you.
Collaborating with your team on the coding test can provide valuable insights and help ensure the test accurately reflects the skills needed for the position. Encourage your team to provide feedback on the test and adjust it as necessary.
5. Creating tests that are too rigid (Don’t)
Coding tests that are too rigid in their format can make it difficult for candidates to demonstrate their full potential.
Allow candidates to approach problems in their own way and to use different tools or methodologies, as long as the result meets the required criteria. This can provide valuable insights into a candidate's thought process and problem-solving abilities.
4. Using open-ended questions (Do)
Open-ended questions can provide valuable insights into a developer's problem-solving skills and thought process.
Rather than asking a developer to solve a specific problem, consider giving them a broader question and allowing them to approach it in their own way. This can help you identify how a developer thinks and works, which can be just as important as their technical skills.
3. Don't be too strict with grading (Don’t)
Coding tests can be subjective and developers may have different approaches to problem-solving.
It's important to recognize that there may be multiple valid solutions to a problem, and to avoid overly strict grading. Consider giving partial credit for solutions that are mostly correct, or taking a more holistic approach to grading that considers a developer's approach, creativity, and problem-solving abilities.
2. Provide feedback (Do)
After a developer completes a coding test, provide them with feedback on their performance.
This can be a valuable learning opportunity for the developer and can help you build a stronger relationship with them. Be sure to provide specific feedback, both positive and constructive, so the developer knows where they excelled and where they can improve.
1. Rely solely on coding tests (Don’t)
While coding tests can be an effective way to assess a developer's technical skills, it's important to also evaluate their soft skills, communication skills, and work experience to ensure they are a good fit for your team.
Consider including behavioral questions, a review of their work portfolio, and/or an in-person interview to get a more comprehensive understanding of a candidate's abilities.
Bonus Tip
Communicate the purpose and expectations of the test (Do)
Failing to communicate the purpose and expectations of the test can lead to confusion and inaccurate results.
Be sure to explain the purpose of the test, the skills you are looking for, and the expectations for completing the test. This will help the developer understand what is expected of them and perform their best.
Conclusion
Creating an effective coding test is crucial to hiring the best developers for your team in Japan. By following our tips and avoiding common pitfalls, you can create a fair and relevant test that accurately assesses a candidate's skills and fits with your team's needs.
Whether you're looking to hire experienced developers or fresh talent, these tips will help you attract top candidates and build a strong tech team in Japan.
Now that you have created an effective coding test, the next step is to create interviews to attract top talent, learn how here.
If you need further assistance with hiring developers in Japan, we're here to help.
Contact us today to learn more about our services and how we can help you build a successful tech team in Japan, click here!
