Using a coding test as the initial barrier to even a phone screen is what I have a severe problem with.
I think coding tests absolutely have their place - after a 30m high-level skillcheck over the phone, let's ask for a brief 30-45m timed code challenge to rule out the applicants who were effective enough bullshitters to clear the phone screen.
But I too have seen this trend that GP calls out re: "auditions" to even make it into the actual audition process, and FWIW it has not hurt me one whit to spend the last few years refusing to complete a code challenge as a prerequisite to anything but an in-person technical interview.
The only way it would hurt you is if the company in question is one you know you want to work for - and I'd consider an up-front code challenge for a few big names out there - but in most cases I simply write back and let the recruiter know my policy.
It's not like they're going to stop sending you leads, if you're a good candidate.
I think coding tests absolutely have their place - after a 30m high-level skillcheck over the phone, let's ask for a brief 30-45m timed code challenge to rule out the applicants who were effective enough bullshitters to clear the phone screen.
But I too have seen this trend that GP calls out re: "auditions" to even make it into the actual audition process, and FWIW it has not hurt me one whit to spend the last few years refusing to complete a code challenge as a prerequisite to anything but an in-person technical interview.
The only way it would hurt you is if the company in question is one you know you want to work for - and I'd consider an up-front code challenge for a few big names out there - but in most cases I simply write back and let the recruiter know my policy.
It's not like they're going to stop sending you leads, if you're a good candidate.
edit: grammar