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Tooling makes a big difference. From fully-equipped assessment solutions to proctoring software to plagiarism detectors, there’s no shortage of options. Equip your team with the right tools for the job. Compare features and costs to find what works best for your hiring needs.
Transparency builds trust and deters cheating. Share what candidates need to know: process details, timelines, and assessment formats (how and what are you trying to evaluate?). Keep critical elements private to maintain integrity. Note: It may seem obvious, but remember to always share the same information with every potential hire. You want to set all candidates up for success, and keep the playing field level. A template (like the ones below!) can help you do this.
Great assessments focus on real-world skills. Use realistic scenarios that reflect the job and the industry you’re hiring for. Keep questions adaptive and unpredictable. Choose engaging formats that test problem-solving and creativity, not memorization . The right design minimizes the opportunity—and temptation—for cheating. Below you’ll find a handy checklist to help you craft more realistic, job-relevant tech interview tasks and asynchronous coding tests .
How do you tackle cheating in technical interviews? How should you tackle it? Bring managers and recruiters together and work through these four questions, to evaluate your current cheating prevention measures and start mapping a strategy that meets everyone’s needs – recruiters, managers, and candidates. You thought Joe was great. You were excited for him to start. But within a week, it’s abundantly clear that Joe can’t actually… code.
Imagine a sound mixer. A large desk covered in sliders for each input channel. Dial up drums; dial down vocals, and so on, until you find the right balance. Recruitment can feel like that. TA leaders are the DJ, deciding what to balance to build a hiring function that’s both efficient and effective. As the cheating conversation has exploded , one more slider is on most technical recruiters’ mixing desk: In other words, how do you balance looking after candidates with looking after the organization? Candidate experience with hiring integrity? Can you build a technical recruitment process that ticks both boxes?
If you haven’t learned that hiring developers is like balancing above a pool with sharks on your left side and electric eels on the right, then consider these two experiences when it comes to cheating and proctored tests: Evidence #1 In high-volume recruiting situations, I have seen people do the actual tech assessments and then the live interviews who weren’t the actual person applying for the job. So it is not uncommon to hire someone to take tests for you . – Nathan Sutter, VP of Software Engineering at CoderPad
Your proverbial office watercooler might be awash with panic about candidates cheating on technical interviews using GenAI – but is the pearl-clutching justified? Sure, the stakes are high. That’s why there’s so much handwringing. Hiring the wrong person. Not hiring the right person. Wasting time and money. Wasting engineers’ time and money. Exacerbating recruiter-manager conflict. Declining slowly into irrelevance as the company struggles to hire the technical rockstars who power brilliant products and services…
If you’ve ever worked with software developers, you’ll know they appreciate efficiency. As a former software developer, I would search every library and corner of Google and Stackoverflow before spending time trying to solve a problem I knew was already an answer. Unfortunately for recruiters, for some developers, efficiency also means using unauthorized resources when the don’t know the answers to the questions on their technical assessments.
Strong employer branding is a valuable asset. By building an attractive employer brand, you spend less time and energy reaching out to talent and more time talking to engaged tech candidates. But how do you achieve this status for your company? It all comes down to excellent work culture and consistent company communication. These recommendations will help you be more attractive to tech talent. Employer branding: a key differentiator for tech recruiters
See why engineering teams trust CoderPad to evaluate developers with realistic, AI-ready hiring workflows.
