Sad to see so much detail paid to the data, and so little to the setup of the experiment itself.
It shouldn't be surprising that an online technical screen favors candidates who've participated in a MOOC, but is blind, say, to years of experience. A screen like this is timed-performance-at-a-distance, which resembles MOOC participation. The full spectrum of qualities that comprise a Good Hire might incorporate the other signals from the post, but this type of interview won't test them.
(I'll be the first to admit I'm biased against performative coding in engineering interviews. Tech screens like this are often necessary, though, so they have their place.)
It shouldn't be surprising that an online technical screen favors candidates who've participated in a MOOC, but is blind, say, to years of experience. A screen like this is timed-performance-at-a-distance, which resembles MOOC participation. The full spectrum of qualities that comprise a Good Hire might incorporate the other signals from the post, but this type of interview won't test them.
(I'll be the first to admit I'm biased against performative coding in engineering interviews. Tech screens like this are often necessary, though, so they have their place.)