C++ Online Coding Tests

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About our C++ Coding Tests

Our service provides your team with realistic and practical coding assessments that precisely gauge a candidate’s proficiency in C++. Utilizing tools such as CoderPad Screen, you gain the capacity to craft C++ coding assessments in mere minutes, regardless of your technical knowledge.

We have designed our tests to encompass essential principles, algorithms, and more. Our seasoned industry professionals meticulously design these tests, ensuring they mirror real-world scenarios and are effective in assessing candidates’ skills.

For those hiring managers who want to go further, we also offer the option to customize the test by including their own coding challenges.

• Recommended duration: 30-80 minutes
• Average number of questions: 18
• Type of exercises: Multiple choice, coding exercises
• Test levels: Junior, Senior, Expert

ℹ️ Explore our questions bank and test our candidate experience yourself

C++ Sample Questions

Example Question 1

How do you add a comment in C++?

Example Question 2

The aim of this exercise is to check the presence of a number in an array.

Specifications:

• The items are integers arranged in ascending order.
• The array can contain up to 1 million items.
• The array is never NULL.

Implement the method bool Answer::exists(int ints[], int size, int k) so that it returns true if k belongs to ints, otherwise the method should return false.

size contains the size of ints.

Important note: Try to save CPU cycles if possible.

Example:

int ints[] = {-9, 14, 37, 102};

Answer::exists(ints, 4, 102) returns true.

Answer::exists(ints, 4, 36) returns false.

Example Question 3

In this exercise, you have to analyze records of temperature to find the closest to zero.

Implement the function int compute_closest_to_zero(vector<int> ts) which takes an array of temperatures ts and returns the temperature closest to 0.

Constraints:

• If the array is empty, the function should return 0.
• 0 ≤ ts size ≤ 10000
• If two temperatures are equally close to zero, the positive temperature must be returned. For example, if the input is -5 and 5, then 5 must be returned.

ℹ️ Preview a sample coding test report

Explore Code Playback

Attain a deeper comprehension of your developer candidates’ problem-solving approaches and coding abilities. 

• Observe their proficiency in creating algorithms and evaluate their strategies and intrinsic coding intuition.
• Make a mental note of areas you want to explore further in future discussions.
• Stay vigilant in identifying any suspicious or potentially concerning behaviors.

How to test C++ skills to hire for your team?

Reliance solely on resumes might not deliver a thorough understanding of a C++ developer’s capabilities, and self-stated skills can sometimes be inaccurate. 

Here are five approaches to gauge the coding proficiency of C++ developers:

1. Examine their coding portfolio. This offers an insight into the C++ projects they’ve worked on and their expertise in the language.
2. Analyze their GitHub account to assess the quality of their C++ code, their activeness, and their involvement in C++-related projects.
3. Investigate their engagement on Stack Overflow. This might provide an understanding of their knowledge depth and activity within the C++ development community.
4. Implement coding tests tailored specifically for C++ developers. This allows them to tackle real-world C++ problems, providing a more objective assessment of their coding capabilities.
5. Conduct live coding interviews focused on C++. In such an environment, candidates can demonstrate their coding expertise, problem-solving acumen, and comprehension of C++ principles.

💡 To dig deeper: 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some hiring managers might feel uneasy about introducing tests early in the recruitment process, fearing that it may discourage or estrange candidates. However, this doesn’t have to be the case. Properly managing this situation ensures that candidates understand the purpose, recognize the value of their time, and feel appreciated.

Follow these guidelines to integrate preliminary testing while fostering a positive candidate experience:

1. Job Advertisement: Clearly mention in your job ad that testing is the first stage of your recruitment process. By communicating this expectation upfront, candidates won’t feel singled out for testing. Also, specify the time commitment required so candidates can plan accordingly.
2. Emphasize Equal Opportunities and Diversity: Highlight how the testing process supports fair hiring practices and encourages diversity within your organization. State your priority is to evaluate skills, not pre-judge candidates based on irrelevant factors. Make clear that you are open to considering a broad spectrum of candidates, including those without prestigious academic backgrounds or individuals just starting their coding careers.
3. Efficient Assessment: Strive to keep the assessment as brief as possible, respecting candidates’ time. Opt for a suitable test duration, focusing only on skills that are genuinely essential for the job. Ideally, aim for a test that can be completed in an hour or less. A shorter test that still meets your needs is even better.
4. Relevance: Concentrate solely on the skills that are directly relevant to the role. Resist the temptation to list a myriad of desirable skills that aren’t necessary for the job at hand. Demonstrating a practical approach by focusing on skills that significantly impact daily tasks is appreciated by developers.
5. Share Results: Give candidates their test results to ensure a more satisfying experience. If you use a tool like CoderPad Screen, which auto-generates a brief report and sends it to candidates, it enhances their experience. Candidates who don’t do well will understand why they weren’t selected for the next stage, and receiving results can also serve as an added incentive for completing the test.