Our tests are specifically designed to encompass crucial concepts such as object-oriented programming, data structures, algorithms, and more. They are carefully curated by our industry experts, ensuring their relevance to real-world scenarios and their effectiveness in assessing candidates’ abilities.
For hiring managers who want to delve deeper, there is an option to customize the tests and include their own coding exercises.
- Recommended duration: 20-60 min
- Average number of questions: 15
- Type of exercises: Multiple choice, coding exercises
- Test levels: Junior, Senior, Expert
Example Question 1
Example Question 2
In this exercise, you have to analyze records of temperature to find the closest to zero.
Sample temperatures. Here, -1.7 is the closest to 0.
Implement the function
closestToZero to return the temperature closer to zero which belongs to the array ts.
tsis empty, return 0 (zero).
- If two numbers are as close to zero, consider the positive number as the closest to zero (eg. if ts contains -5 and 5, return 5).
- Temperatures are always expressed with floating point numbers ranging from -273 to 5526.
tsis always a valid array and is never null.
Explore Code Playback
Obtain a deeper understanding of the problem solving thought process of your developer applicants.
- Witness their proficiency in building algorithms and evaluate their approach to solving problems with them.
- Jot down feedback from different segments of the interview to discuss in subsequent interview rounds.
- Pay attention to detect and prevent any distasteful actions.
💡 To dig deeper > 5 ways to test developers’ skills before hiring
How to approach initial candidate screening effectively?
Some concerns recruiters share about conducting coding tests on candidates early on in the interview process is that it can scare potential candidates and discourage applications. However, proper management of the situation such as clear outlining of the interview process and why it is important will enable the candidates understand the purpose and feel at ease.
Here are some guidelines for you to ensure a positive candidate experience during early testing:
- Job Ad: Ensure that the advertisement contains every step and expectation involved in the hiring process. By doing so, the candidate does not feel singled out and can prepare properly for the interview. It is also advisable to communicate time constraints involved in technical interviews beforehand.
- Highlight Equal Opportunities and Diversity: Emphasize your organization’s stand on providing equal opportunities and promoting diversity through the testing process. It should be clear that the main goal of the testing is to properly assess the candidate skills irrespective of background.
- Concise Assessment: Choose quality over quantity by keeping the assessment brief and focused on the skills required for the job. This is to eliminate any time wasting and ensure the candidates can attempt the exercise hitch-free. Ideally, aim for a test that can be completed within an hour or less without compromising any requirements.
- Relevance: Eliminate redundancies by ensuring the tests oncentrate solely on the skills that are directly applicable to the role. Demonstrating a pragmatic approach by focusing on skills that have a practical impact on day-to-day tasks is appreciated by developers.
- Feedback and Results: At the end of testing rounds, provide candidates with feedback on their performance. Using a tool like CoderPad Screen, which automatically generates a brief report and sends it to candidates, you can enhance their experience. This way, candidates who underperform will understand the reasons they weren’t selected for the next stage.
We had no unified approach or tool to assess technical ability. Today, CoderPad Screen enables us to test against a wide selection of languages and is continually updated.