In a world where there is a massive shortage of developers you are the talent and the firms come to you to negotiate. Particularly in a world where anybody can look at your GitHub feed and see what you can do.
So these increasingly ridiculous interview techniques have a more sinister purpose. They are an extension of the frat tests to become part of an 'exclusive club'. It's just another brand trick to try and get you to invest so much time and energy into an application that if you actually get picked you will work for less money and worse conditions.
You might be the only applicant, but by suckering you in and getting you to jump through hoops you are less likely to walk away when you finally find out they want God on a stick for two pennies for 70 hours a week.
Look up psychological loss aversion and sunk cost. Humans hate to write things off and walk away.
If I'm hiring a developer I can look at their Github resume and see what style they are and how they work. Then really I need a chat with them to see if their personality fits with the existing team personality (ideally you interview them with the team. The team need to work out if the new prospect fits with their group personality, e.g do they think chickens with lips are funny). You pick one based upon that process and set them on a side job to see how they perform in practice. If they don't perform during probation you let them go and try again.
That is a far less costly process to go through than rigging up seven round interviews with everybody.
In some respect if you do set up a seven round interview process and invite applications you actually want to talk to those who declined the process. Particularly if they told the selector that it makes no business sense to have such an expensive and time consuming process and therefore there must be another reason for it.
Because those are then the ones who can look at the system from the perspective of the other guy, work out what is actually happening rather than what people think is happening and then determine it isn't efficient and can be improved. Which is usually what you are after.
So these increasingly ridiculous interview techniques have a more sinister purpose. They are an extension of the frat tests to become part of an 'exclusive club'. It's just another brand trick to try and get you to invest so much time and energy into an application that if you actually get picked you will work for less money and worse conditions.
You might be the only applicant, but by suckering you in and getting you to jump through hoops you are less likely to walk away when you finally find out they want God on a stick for two pennies for 70 hours a week.
Look up psychological loss aversion and sunk cost. Humans hate to write things off and walk away.
If I'm hiring a developer I can look at their Github resume and see what style they are and how they work. Then really I need a chat with them to see if their personality fits with the existing team personality (ideally you interview them with the team. The team need to work out if the new prospect fits with their group personality, e.g do they think chickens with lips are funny). You pick one based upon that process and set them on a side job to see how they perform in practice. If they don't perform during probation you let them go and try again.
That is a far less costly process to go through than rigging up seven round interviews with everybody.
In some respect if you do set up a seven round interview process and invite applications you actually want to talk to those who declined the process. Particularly if they told the selector that it makes no business sense to have such an expensive and time consuming process and therefore there must be another reason for it.
Because those are then the ones who can look at the system from the perspective of the other guy, work out what is actually happening rather than what people think is happening and then determine it isn't efficient and can be improved. Which is usually what you are after.