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Coding Assessments vs Technical Interviews – Which works best for hiring developers

- by Ayesha Junaid

November 4, 2025

Introduction: Why developer hiring needs a smarter approach

Hiring skilled software developers has become one of the most challenging tasks for tech recruiters. The demand for technical talent continues to rise, yet the supply of job-ready professionals is shrinking. Every tech company is chasing the same limited pool of skilled developers, and hiring the wrong one costs far more than most realize. It can cost a company £132,000 for a mid-level role, not to mention the impact on team morale and project timelines.

Recruiters face a real challenge of identifying who can code well, not who can talk. Resumes and portfolios tell only part of the story. Many candidates appear strong on paper, yet struggle when faced with a real task. Traditional hiring methods, such as unstructured interviews or basic technical questions, no longer reveal the full picture of a developer’s ability.

Data shows why this matters. Around 81% of tech companies admit they face a skills gap, meaning they struggle to find candidates with the practical knowledge needed for their project needs. A shortage of applicants doesn’t cause this gap, but rather a shortage of measurable skill verification in the hiring process.

That’s why many companies are moving toward skills-based hiring. Instead of guessing, they test. Coding and technical assessments have become the new standard for the developer recruitment process. Approximately 88% of tech firms now use coding tests during interviews to identify qualified candidates more quickly and accurately.

But here’s the question that most recruiters still debate: Should you trust coding assessments more or rely on live coding interviews during the hiring process?

Let’s break it down.

What are coding assessments?
Key benefits of coding assessments?
Limitations of coding assessments
What is a technical Interview?
Benefits of technical interviews
Challenges of technical interviews
Coding assessments vs Technical interviews: What’s the difference?
When to use each method
Best practices for smarter developer hiring
Conclusion: The hybrid approach

What are coding assessments?

A coding assessment — sometimes called a code test is an online evaluation that measures how well a candidate writes, understands, and applies code across different programming languages. These assessments evaluate problem-solving ability, logic, and proficiency in programming languages such as Python, Java, JavaScript, or C++.

They are valuable when hiring software engineers with a background in computer science or related fields. Instead of focusing on theory, coding assessments challenge developers to build, fix, or analyze real programs. The growing reliance on these assessment tools shows in the market’s growth, with the developer assessment platform industry projected to reach USD 4.7 billion by 2033.

Assessment platforms like TestTrick make this process simple. You can create job-specific coding tests that reflect the actual challenges software engineers and developers face on the job. These assessments provide recruiters with a clear and unbiased picture of a candidate’s ability.

These platforms don’t just test coding skills — they help standardize the entire assessment process, from test creation and proctoring to automatic scoring and reporting.

Common types of coding tests include:

Algorithmic challenges: Short, focused problems that test knowledge of data structures, algorithms, and problem-solving logic (e.g., LeetCode-style questions).
Take-home technical assessments: Longer assignments that simulate a real-world task, allowing candidates to build a small application or feature. This format assesses coding style, project structure, and ability to work on a more substantial problem.
Code debugging tests: Candidates are given a piece of code with hidden bugs and are tasked with identifying and fixing them, testing their analytical and troubleshooting skills.
Role-specific simulations: These assessments mimic the day-to-day tasks of a specific role, such as a front-end developer building a UI component or a data scientist analyzing a dataset.

Coding skills tests are structured, measurable, and objective. They help recruiters filter hundreds of candidates to find those with genuine technical skills.

Key benefits of coding assessments

1. Reduce bias with fair scoring

Every candidate faces the same assessment test under the same conditions. Automated scoring eliminates personal bias or assumptions. This makes the process more inclusive and fair.

2. Save time by screening at scale

Recruiters can assess hundreds of candidates in a single day. Automated scoring cuts hours of manual evaluation. Instead of spending time on unqualified profiles, hiring teams can focus on top performers who meet the skill benchmark.

3. Get data-driven results

AI-powered assessment tools provide detailed analytics, including completion time, code quality, error rate, and logic efficiency. This data provides recruiters with a factual basis for decisions, rather than relying on gut feelings.

4. Skill verification

They provide concrete evidence of a candidate's coding abilities, validating their understanding of core programming languages and frameworks early in the hiring funnel.

Whether you are hiring one developer or one hundred, assessments maintain the same quality standards. Coding assessment tools provide recruiters with a fair and scalable way to identify top software engineers early in the hiring process.

Limitations of coding assessments

1. Limited real-world relevance

Many coding assessments rely on theoretical problems rather than real-life scenarios. Approximately 66% of developers report a preference for realistic tasks that reflect actual job challenges. Overly abstract tests risk losing good candidates.

2. Cheating in unsupervised environments

Online tests without monitoring can lead to dishonest attempts. Candidates might use external help or copy solutions.

Online platforms like TestTrick address this issue with advanced proctoring features, including question randomization, webcam monitoring, and plagiarism detection.

3. No insight into soft skills

Coding alone does not show how someone collaborates or communicates. Developers often work in teams, and coding tests cannot accurately measure soft skills such as empathy, adaptability, or teamwork.

4. Risk of poor candidate experience

Long, confusing, or poorly designed tests can frustrate candidates. When the test experience feels unfair, top talent may drop out of the process.

The solution lies in balance — using realistic, concise, and well-designed assessments that keep candidates engaged while providing recruiters with accurate insights.

What is a technical interview?

A technical interview often includes live coding interviews, where developers solve problems in real-time while explaining their thought process. It goes beyond coding ability to reveal how candidates think, reason, and explain their choices. Technical interviews often happen after the coding test. They are designed to explore depth like how candidates handle complex challenges, communicate ideas, and adapt to feedback.

It aims to answer not just "Can you code?" but "How do you think, communicate, and solve problems as an engineer?"

Main types of technical interviews include:

Whiteboard problem-solving – Candidates outline solutions to logical or algorithmic problems.
Live coding sessions – Interviewers observe candidates coding in real time and ask clarifying questions.
System design discussions – Used for senior roles to test architecture and scalability knowledge.
Behavioral and teamwork interview questions – Assess communication, adaptability, and work habits.

These interviews show the human side of technical ability such as how developers think under pressure, interact with others, and handle uncertainty.

Benefits of Technical Interviews

1. Understand how developers think

Live interviews reveal how candidates approach problems, not just whether they find the right answer. Recruiters can judge reasoning, creativity, and how well candidates adapt.

2. Evaluate communication and collaboration

A strong developer can clearly explain their thinking. Technical interviews show how someone interacts with others, receives feedback, and contributes to a discussion within a collaborative environment.

3. Test real-time problem solving

Unlike pre-recorded assessments, technical interviews enable recruiters to observe how candidates approach challenges, think logically, and debug code in real-time.

In pair programming sessions, interviewers and candidates solve problems together, which reveals not only a developer’s real-time coding ability but also how they communicate ideas, handle feedback, and collaborate under pressure.

4. Build a personal connection

Interviews help establish trust and mutual understanding. Candidates also have the opportunity to evaluate the company and team, which can lead to improved retention later.

5. Check cultural and team fit

You can identify whether the candidate’s mindset aligns with your team’s workflow and values. This ensures smoother integration once hired.

Challenges of technical interviews

1. Interviewer bias

Without a structured interview process, interviewers may unconsciously favor candidates who think or speak like them. This can reduce fairness and lead to biased results.

2. Time-consuming

Each interview needs preparation, coordination, and evaluation. For large hiring rounds, this can significantly slow down the process.

3. Low accuracy when unstructured

If different interviewers use different criteria, results vary widely. Two candidates may face very different challenges, making it hard to compare performance.

4. Hard to scale

Large companies with thousands of applicants struggle to manage technical interviews for everyone. It’s resource-intensive and often impractical.

5. Candidate anxiety

Live interviews can make some candidates nervous, especially if they feel judged or under pressure. That can reduce performance and misrepresent the actual skill level.

These challenges are real, but structured formats and proper interviewer training can reduce them.

Coding Assessments vs Technical Interviews: What’s the Difference?

Both methods assess developer ability, but they do so in different ways. The best hiring strategies use both at various stages.

Feature	Coding Assessment	Technical Interview
Format	Online test completed independently	Live session with interviewer
Purpose	Measure coding skill and logic	Measure reasoning, design, and communication
Focus Area	Coding skills, efficiency, and correctness	Problem-solving, collaboration, adaptability
Timing	Early screening stage	Later, final evaluation stage
Scalability	Highly scalable across large applicant pools	Limited scalability due to time and resources
Bias Risk	Minimal due to automation	Higher if unstructured
Soft Skills Measurement	None	High
Best For	Filtering large numbers of applicants	Evaluating shortlisted candidates

When to use each method?

The choice between assessments and interviews depends on your company’s size, stage, and goals.

Startups:

Startups often value speed, versatility, and cultural fit. Use short, practical coding tests to check candidates' coding skills, followed by collaborative interviews. This helps identify candidates who can start quickly and grow with the team.

Scale-Ups:

As hiring volume increases, efficiency becomes crucial. Scale-ups use automated coding tests to filter many applicants. Then, they conduct structured technical interviews with the best candidates.

Enterprises:

With high-volume, standardized roles (especially at the junior level), large enterprises rely heavily on scalable assessment platforms to ensure consistency and fairness in their hiring processes. Their hiring process has many steps. It includes tests, as well as several technical and behavioral interviews.

Junior developers:

For entry-level roles, coding assessments are highly effective for verifying foundational knowledge of programming languages and data structures. Technical interviews should focus on problem-solving skills, ability to learn, and communication.

Senior developers:

Relying solely on algorithmic assessments for senior candidates can be ineffective. For these roles, the focus should shift to system design interviews, architectural discussions, and take-home projects that reflect complex, real-world challenges. The evaluation must assess their strategic thinking and leadership potential.

The goal is not to choose one over the other; rather, it is to understand both.

Best practices for smarter developer hiring

1. Designing effective coding assessments

Keep them short, job-relevant, and focused.
Avoid puzzles that do not relate to the role.
Explain expectations clearly.

2. Conducting insightful technical interviews

Use structured questions for consistency.
Train interviewers to avoid bias and stay objective.
Ask open-ended questions about reasoning and approach.
Encourage candidates to think aloud and share their logic.
Let candidates ask questions to understand their curiosity and interest.

3. Integrating tools and technology

Modern hiring platforms like TestTrick streamline your hiring process, from administering assessments to scheduling interviews and collecting feedback. However, ensure that technology serves to enhance, not replace, human judgment.

4. Prioritizing the candidate experience

Respect candidates’ time.
Communicate next steps clearly.
Offer feedback when possible.
Treat candidates like future team members.

Positive candidate experiences help companies attract more top talent in future hiring cycles.

Conclusion: The hybrid approach wins

The debate between coding assessments and technical interviews is ultimately resolved not by choosing a winner, but by recognizing that they are complementary tools in the hiring toolkit. The most effective hiring strategies employ a hybrid model that includes the strengths of each. Coding assessments help screen candidates quickly and fairly, ensuring a level playing field. Technical interviews enable interviewers to thoroughly assess a candidate's problem-solving skills, communication abilities, and their alignment with the company culture. For a balanced hiring process, combine structured coding assessments with live coding interviews to evaluate both technical skills and real-time problem-solving.

By thoughtfully customizing your approach to your company's stage, the specific role, and the candidate's seniority, you can build a process that is both effective and fair. Begin by using a relevant and well-designed coding assessment to validate core skills. Use the insights from that assessment to inform a structured, in-depth technical interview that explores not just what the candidate knows, but how they think. Throughout the process, prioritize clarity, relevance, and respect to create a positive candidate experience. By adopting this balanced and strategic framework, you can move beyond simply filling roles and begin building a truly exceptional software engineering team.

If you’re ready to make your developer hiring process faster, fairer, and more accurate, it’s time to try TestTrick. Create coding assessments that reflect real work, track candidate performance with data-driven insights, and run structured interviews — all in one platform.

FAQs

1. What is the difference between coding assessments and technical interviews when hiring developers?

Coding assessments test real coding skills through online tasks, while technical interviews evaluate problem-solving, reasoning, and communication in real time.

2. How do coding assessments improve hiring accuracy?

They provide measurable, unbiased results based on skill rather than background, helping recruiters identify the most qualified developers faster and with greater confidence.

3. What makes a good technical interview?

A strong technical interview uses real-world coding scenarios, pair programming, and structured interview questions to evaluate both technical depth and teamwork.

4. How can TestTrick improve the developer hiring process?

TestTrick automates coding assessments, adds AI-based scoring, and enables structured interviews helping recruiters hire faster, smarter, and more fairly.

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