I do know we must miss some good candidates. We have been discussing lowering our bar, I'm in favor of changing it. We do the usual 5 or 6 questions. One thing that is interesting about our company is we have a list of x questions (x is less than 20), and we generally ask the same questions, everyone is calibrated on them the same way. Most people who make it through the screening pass the interview loop and get an offer. All our interns got offers the last 2 years. Maybe half the industry people say yes and a smaller percentage of students. For students I think we just don't offer enough.
But what metric are you determining that those 5 or 6 questions are correct?
For example, have you put together a pool of current workers that are successful at your type of work at different companies and seen how many can pass your interview test? Its pretty easy to find a recruiter that will reach out to their network and you pay 10 employed quality engineers $1,000 that do similar work to attempt the questions. If you find a significant amount of successful engineers cannot do it, then you may want to recalibrate.
I have helped several different companies fix their hiring process, purely by recalibrating their interview test questions to their specific needs. This sometimes actually means, more difficult or simply different types of questions. But very often people just do some Google searches for interviewing at FAANG and repeat those questions without tailoring them to their specific roles.
With that said, in the case of your company, it may very well be the case that the work you do requires particularly high IQ candidates, which is actually what most interview questions at the big tech companies test. In that case, you will always have a difficulty finding candidates as there are only a limited amount of high IQ people in the world. So changing your interview questions may not apply. But when that is the case, you can often save yourself quite a bit of time by asking potential hires to take an IQ online. This will cost your organization almost nothing and will likely screen out the vast majority of people that will not be able to pass those types of interview questions.
Are you being sarcastic?
At least in the US, you aren't allowed to discriminate based on a protected class(race, religion, sex, age, physical/mental handicap) but iq isn't a protected class.
To be clear, while not outright forbidden, the IQ tests are instead called "personality tests" or "aptitude tests" or "coding interviews" because of this landmine legal vaguery (for example, you mentioned mental handicap -- i.e. lower IQ score -- as a protected class).
Sorry, I didn’t mean to deflect the convo towards your company’s hiring practices.
What I was trying to say that lot have been said about hiring metrics and standards around here and elsewhere. Yet, at the end of the day still like arbitrary in both ends and makes the job transaction cost higher than what could possible be.
Anyways, as I read your company’s interview process. Something came to my mind, why not let the candidate decide which questions to pick? I say so because I find the a lot of interviews are so hit or miss but if I was given a bit of control over the process, things could be different (or at least I would like to think this way).
