You are assuming the assignment is reasonable and the candidate is lacking if they cannot complete in the expected time. And for all I know that’s entirely true for you. What I know is that I’ve seen assignments from others where the assignment scope was unreasonable for the allotted time. And for those teams, the filter becomes not so much “is this person capable” but “is this person willing to put up with our shit”, and the teams likely don’t even realize that’s what they’ve done (because they also “don't ask or check how long candidates take”).
> Again, the underlying smuggled premise here is that candidates have to finish the work sample. No they don't. In fact, that's a strong sign it's not an effective work sample. A test that everybody passes isn't a real test; it's just a hazing ritual.
Now this is an interesting take. Usually when people talk about these take home assignments, they talk about assessing the quality of the work. How good is the design? How is the coding? Is it efficient/elegant/whatever?
Here you take a much different approach, saying that the completion itself is the filter. If one person completes your assignment in the allotted 2 hours and another needs 12 but never tells you that, do you not care about that discrepancy?
We do assess all of those things. Again: you're a professional. We give you a work sample test. You look at it, and use your best professional judgement to decide if it is (a) reasonable and (b) doable in the budgeted time given your capabilities. If either is untrue, you don't do the work sample.
I'm having a real hard time seeing how this isn't strictly better than an interview, which, as the article (and basically everything written in the last year about interviews) points out, is basically a random function.