Let’s talk about something many of us have experienced but not often discussed openly. Have you ever wondered why so many technical interviews focus heavily on data structures and algorithms (DSA)? Especially when, more often than not, these aren’t skills we use daily in our jobs. It’s like training for a marathon but then only ever needing to sprint!
Many of us spend weeks or even months on platforms like Leetcode, honing our DSA skills, just to clear the technical rounds. Sometimes, it feels like hitting the jackpot when a familiar question pops up. But what if it doesn’t? Is it fair to judge someone’s entire engineering capability on this alone?
It’s a bit of an open secret that even if you ace these questions and land the job, the bulk of what you’ve learned is forgotten within a month. The irony? You won’t need to write a single algorithm from scratch most of the time at your job, at least until the next job hunt begins. It’s a cycle that feels endless and, frankly, a bit pointless.
Behind closed doors, many agree that this system isn’t the best measure of a candidate’s ability, yet alternatives seem scarce. Testing technical skills is essential, yes, but does it have to be this way? Especially considering the vast resources, ready-made solutions, and the assistance of AI, reinventing the wheel each time seems… outdated.
So, what’s the alternative? I believe the answer varies by job role but leans towards real-world problem-solving. Imagine being tested on actual challenges you’d face in the job, tailored to front-end, back-end, or full-stack roles.
Wouldn’t that give a clearer picture of how a candidate tackles relevant tasks?
I’m keen to hear your thoughts on this. Do you think the current system needs a revamp?
Have ideas on how to improve the interview process? Feel free to share your opinions in the comments or message me directly. Let’s brainstorm ways to make technical hiring more meaningful and less of a memory test.