You need to try to see it from the hirer's perspective too.
I don't interview much these days, but I spent several years of my career sifting through CVs and interviewing candidates.
The number of candidates with seemingly impressive CVs and apparent several years of experience, yet whom basically couldn't code, was shockingly high. And when I say "couldn't code", I'm talking "couldn't even fizz-buzz" levels of incompetence.
The fact is that there are many devs out there who coast through jobs, while all the time it's their colleagues who are doing all the work.
I wasted, many, many hours of my life before realising that it was pointless interviewing candidates that couldn't code - asking them to perform a sort of gatekeeper test improved things immensely.
So it might seem insulting to have to perform these entry tests, but unless you already have code publicly available (e.g. on GitHub), you shouldn't take it personally.
I don't interview much these days, but I spent several years of my career sifting through CVs and interviewing candidates.
The number of candidates with seemingly impressive CVs and apparent several years of experience, yet whom basically couldn't code, was shockingly high. And when I say "couldn't code", I'm talking "couldn't even fizz-buzz" levels of incompetence.
The fact is that there are many devs out there who coast through jobs, while all the time it's their colleagues who are doing all the work.
I wasted, many, many hours of my life before realising that it was pointless interviewing candidates that couldn't code - asking them to perform a sort of gatekeeper test improved things immensely.
So it might seem insulting to have to perform these entry tests, but unless you already have code publicly available (e.g. on GitHub), you shouldn't take it personally.