Not wanting to do an extra project is the second part of this problem - the best people already have jobs and aren't looking, so they're not going to spend all their free time working on high-effort job applications.
Your objection is of course valid - extra workload on top of a normal job probably has its limits. But the fact one is willing to pay those who are willing to be paid for such an interview doesn't suddenly make it a strict requirement ha.
I must say though, I also view the interview standard I've faced - quick phone screen, 1h tech screen, 4-6h onsite (probably online now) - as adding up to a lot of time very quickly, especially as the "onsite" time is of course awkward when it means you take PTO to go to an interview. In this sense, I'd probably rather have an ~8-12h coding task than a 4-6h onsite. Maybe even a higher factor
For a business the cost to make the hire is the same, the time commitment is much less and the candidate fit is more accurate
My entire interview process for BigTech was only six hours and because of Covid, it was fully remote.
When I was looking for a job in 2016 locally, I emailed a bunch of local external recruiters and was juggling eight or nine openings. I did six phone screens in one day from different companies.
I was no special snowflake. Anyone who could call themselves a “full stack developer” with 5 years of experience could do the same thing. Heck, I didn’t know any of the $coolkids front end frameworks.
The process was the same - one phone screen, a half day in person where you spoke about your past projects, maybe did a coding test that was barely above FizzBuzz level of complexity and show that you know SQL.
A local full stack developer who had any kind of experience could get the “right now” job within a month if they weren’t being picky.
Of course post-Covid, things are different.
So either way. If you are looking for framework developers (no insult intended - that’s what I was as a developer until recently) the process is easy if you’re any good. If you are looking for “smart people” (tm). They are able to do the leetCode monkey dance. Who is left that is willing to spend hours doing take home tests? All of the best candidates know how to play one game or the other.
I've used this process to help place entry level all the way to C-Level -- maybe I've not provided enough details (it's more than just a simple test) or maybe you're over-simplifying the process?
It's not a perfect process (hiring in general is still looking for that) and clearly it's not the right process for you.
I'm happy you found a job you enjoy.
Solutions Architect - answer the soft skill questions aka “tell me about a time when..” and they had to do a writing sample either a sales blog post or an SOW.
Project Manager - same soft skill questions, talk about processes, previous challenges and outcomes. Maybe do a simplified project plan.
Are those the types of take home tasks you are referring to for non developer roles? Just curious.
SOW also seems tricky... I'm usually putting out 27+ SOWs, and there is a lot of "standard language" cut-n-paste.
But just think about all of those business people that want free work and to hire people that are willing to throw themselves in to the project for no extra comp. /s
I agree.. also that sets boundaries.
So they spend more time and cash on the traditional method...then complain about a lack of talent. Resume keyword filters and non-technical recruiters are a (not) surprising waste.