The post arrives at the wrong conclusion.
DSA style problems are good if used correctly.
Give a candidate a good challenge, preferably with some requirements that can have different interpretations, ask them questions, help them and collaborate with them.
The analysis of the whole exercise should be your hiring determination not whether the problem was actually solved.
Did the candidate:
- stick with the problem?
- ask meaningful questions about requirements?
- ask for help from a senior when stuck?
- explore different avenues to solve the problem?
- handle criticism?
Of course it is great if they solve the problem but often that often only shows you that they have memorized algorithms. ( we have the internet these days )
DSA style problems are good if used correctly.
Give a candidate a good challenge, preferably with some requirements that can have different interpretations, ask them questions, help them and collaborate with them.
The analysis of the whole exercise should be your hiring determination not whether the problem was actually solved.
Did the candidate:
- stick with the problem?
- ask meaningful questions about requirements?
- ask for help from a senior when stuck?
- explore different avenues to solve the problem?
- handle criticism?
Of course it is great if they solve the problem but often that often only shows you that they have memorized algorithms. ( we have the internet these days )