Why is there no written test for programmers' club recruitment?

First of all, at present, when recruiting programmers in IT industry, the written test is usually only aimed at candidates for internship positions and junior development positions, while the main development (R&D) positions are usually only for interviews. According to different job characteristics, some teams need two rounds of interviews, and some teams need more than three rounds of interviews.

Due to the particularity of programmer's post, written test is usually difficult to provide programmers with a better ability inspection scene. Usually, only the knowledge structure of the candidate and the mastery of some basic algorithms can be simply investigated, while the investigation of work ability usually requires the interviewer and the candidate to make a preliminary judgment through communication (based on development scenarios), so at present, many technical teams only adopt interview schemes when recruiting.

For programmers, if they interview junior positions (including internship positions and assistant development positions), written tests usually have no resistance. Through written examination, employers can also understand their knowledge structure and technical characteristics, so as to arrange suitable technical posts and development direction. At present, when many technical teams recruit talents, candidates will arrange interviews immediately after completing the written test. At this time, candidates will participate in the interview with their written test scores, which is often of positive significance for improving interview efficiency and interview experience.

For the main programmer, if he has rich development experience, if he arranges a written test again, the programmer will have two feelings. One is that the team is not in urgent need of talents, and the other is that the interview team is not professional enough (there are no technical experts among the interviewers). These two feelings will make programmers have some concerns. At present, some technical teams will give candidates some autonomy when recruiting talents, and they can directly participate in the interview outside the written test, which can not only reflect the professionalism of the interview team, but also dispel some concerns of the candidates.

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