Today’s job interview took an unexpected turn, landing squarely in the territory of what I’ve come to recognize as the “Dance Monkey Dance” recruitment pattern. Despite a promising start to the conversation, the interviewer’s request to code live while being observed immediately triggered a firm refusal from my side. My stance was clear: “I am not going to write code while someone is watching me.” This declaration initiated a fascinating, albeit predictable, descent through the Five Stages of Grief on the interviewer’s part – denial, anger, bargaining, depression, and finally, acceptance.
After a career spanning over four decades, I made a conscious decision long ago to no longer tolerate interview practices that reek of abuse, disrespect, and sheer unprofessionalism. This “Dance Monkey Dance” approach embodies all three, and here’s why it’s time for the tech industry to ditch this outdated and demeaning tactic.
The Problem with “Dance Monkey Dance” in Tech Interviews
The phrase “Dance Monkey Dance” vividly captures the essence of what’s wrong with expecting candidates to perform coding tasks under direct observation during an interview. It’s not about fairly assessing skills; it’s about creating an artificial, high-pressure environment that is far removed from the reality of software development.
Firstly, it’s abusive. Treating a potential employee like a performing animal in a circus act is demeaning. Many of us have experienced workplaces where employees are treated as mere assets, akin to property or even slaves. This interview tactic echoes that dehumanizing approach right from the recruitment stage.
Secondly, it’s disrespectful. Demanding someone “perform” for a job, especially one that isn’t about performance art, strips away their dignity. There’s a vast difference between being hired to deliver coding tutorials or present live demos to an audience, and being expected to code flawlessly on demand in a stressful interview setting.
Thirdly, it’s unprofessional. This method fails to accurately evaluate a candidate’s true skills, talent, and experience. It forces them to perform under conditions that are completely unlike their normal working environment. The pressure of being watched, judged in real-time, and often rushed, hinders clear thinking and problem-solving abilities.
I recall another interview where a deeply insecure engineer, seemingly battling his own inadequacies, subjected me to a barrage of brainteasers. With each failed attempt, his hubris inflated, and he’d gloat about his perceived intellectual superiority. Reflecting honestly, I admit to having engaged in similar misguided practices early in my career, simply because that’s how I was taught to recruit. It’s a cycle that needs to be broken.
The Five Stages of Interviewer Grief
Witnessing the interviewer’s reaction to my refusal was a study in the classic Kübler-Ross model of grief.
Denial
Initially, there was disbelief. After a seemingly positive conversation, my refusal to participate in the live coding exercise was met with denial. Having answered all previous questions thoroughly, my boundary seemed unexpected and disruptive to his planned interview flow.
Anger
While not explicitly expressed as rage, a palpable tension filled the pause that followed my refusal. I sensed his frustration, particularly since the interview had been progressing well until that point. He then shifted blame, claiming it was the client’s requirement, implying he was powerless in the situation. He appeared resentful of being caught between my refusal and his client’s demands.
Bargaining
Next came the attempts to negotiate. “I understand your feelings,” he offered, followed by reassurances like, “It will be simple, I promise,” and “it’s really not that bad.” He then launched into explanations about past experiences with candidates cheating on take-home assignments, detailing various methods of academic dishonesty he had encountered. He seemed oblivious to the futility of bargaining with someone possessing decades of experience in navigating corporate maneuvering and empty promises. Eventually, he circled back to blaming the client, but by then, the manipulative tactic was transparent.
Depression
As his bargaining ploys failed, a noticeable shift towards despondency occurred. He seemed to realize his persuasive efforts were ineffective and that I was not going to be coerced into performing on cue, regardless of the gaslighting techniques employed.
Acceptance
Finally, as I presented alternative evaluation methods and articulated my concerns about working for a client with such a disrespectful approach to candidates, acceptance dawned. He acknowledged the difficult position he was in, ultimately accepting the reality of my firm stance.
Towards Quality and Respect in Tech Recruiting
Over the years, I’ve observed significant shifts in recruitment practices. Many changes reflect a growing respect for candidates’ dignity, but pockets of archaic and disrespectful approaches, like the “Dance Monkey Dance,” persist.
The tide is turning, particularly post-COVID. Workers are increasingly aware of their worth and demanding greater respect, and companies are recognizing that satisfied employees are crucial for profitability.
Labor is prior to and independent of capital. Capital is only the fruit of labor, and could never have existed if labor had not first existed. Labor is the superior of capital, and deserves much the higher consideration. Capital has its rights, which are as worthy of protection as any other rights. Nor is it denied that there is, and probably always will be, a relation between labor and capital producing mutual benefits. The error is in assuming that the whole labor of community exists within that relation. A few men own capital, and that few avoid labor themselves, and with their capital hire or buy another few to labor for them. A large majority belong to neither class–neither work for others nor have others working for them. In most of the Southern States a majority of the whole people of all colors are neither slaves nor masters, while in the Northern a large majority are neither hirers nor hired. Men, with their families–wives, sons, and daughters–work for themselves on their farms, in their houses, and in their shops, taking the whole product to themselves, and asking no favors of capital on the one hand nor of hired laborers or slaves on the other. It is not forgotten that a considerable number of persons mingle their own labor with capital; that is, they labor with their own hands and also buy or hire others to labor for them; but this is only a mixed and not a distinct class. No principle stated is disturbed by the existence of this mixed class.
— Abraham Lincoln, December 3, 1861
It’s time to move beyond treating candidates like performing monkeys and embrace recruitment practices that value respect, professionalism, and genuine skill assessment. The “Dance Monkey Dance” interview needs to become a relic of the past.
