Why Technical Coding Interviews Don't Help Everyone

Technical coding interviews are a major part of landing a job in the tech industry, especially for roles like software developers or engineers. These interviews are supposed to measure how good someone is at coding, but in reality, they don't always show the full picture. Not everyone benefits from them, and some people are even left feeling like outcasts.

The Problem with Technical Interviews

Technical interviews often focus on solving complex coding problems under strict time limits. While this might seem like a good way to see how skilled someone is, it doesn't take into account other important qualities. Things like creativity, teamwork, communication, or how someone can learn over time get overlooked. Instead, candidates are judged mostly on how fast they can solve a problem in a high-pressure situation.

This isn't fair for everyone. Some people get anxious during tests or interviews, and that stress can make it hard to perform well. Others might not have had the chance to attend expensive coding bootcamps or prestigious schools where they teach interview-specific strategies. These people might have all the skills to be great programmers but fail the interview because they aren't prepared for the exact format. In the end, they get filtered out, even though they could be perfect for the job if given a different chance.

It Hurts Diversity

The current way tech interviews are done can also hurt diversity in the industry. Women, people of color, and those from lower-income backgrounds are often at a disadvantage. Studies have shown that these groups don't always have the same access to the resources that help prepare for technical interviews. Without the right preparation, it's harder for them to compete with people who have had more opportunities to practice these kinds of questions.

Instead of opening the doors for new and diverse talent, the technical interview process tends to favor those who already fit the mold. This makes it harder for the tech industry to grow and include a variety of perspectives. In the long run, companies might miss out on hiring someone who could bring fresh ideas simply because they don't perform well in this one type of interview.

Making Some Feel Like Outsiders

One of the worst things about technical interviews is how they make some people feel like they don't belong. Candidates who don't pass the interviews might start to believe that they aren't good enough, even if they are capable of doing the job. This can be especially tough for self-taught programmers or those who learned coding later in life. The process doesn't value their unique experiences and ways of solving problems.

When people repeatedly fail these types of interviews, it can make them feel like outsiders in the tech world. They might stop applying for jobs or feel discouraged about continuing in the field, even though their passion for coding is still strong. It's not just about finding a job—it's about feeling like you fit in, and technical interviews can take that away from some people.

What Could Be Better?

There are different ways to interview someone that might be fairer and show a wider range of skills. For example, companies could use project-based interviews where candidates build something over a few days or weeks. This would give them more time to think and show their real abilities in a relaxed setting. Pair-programming interviews, where the interviewer works together with the candidate on a problem, can also be helpful because they show how someone communicates and collaborates.

Another solution could be to focus more on a person's past work and experiences. Instead of testing candidates with tricky puzzles, companies could look at how they've solved real-world problems in the past or the kinds of projects they've worked on. This approach would give a better idea of how someone performs in actual work situations rather than in a stressful interview environment.

Conclusion

Technical coding interviews might work well for some, but they don't help everyone. In fact, they can make certain people feel like they don't belong in tech, even if they have the skills to succeed. By sticking to these traditional interview methods, companies risk missing out on talented individuals who don't fit the mold. To truly promote diversity and find the best talent, we need to rethink how technical interviews are done and create a more welcoming and fair hiring process.