Interviews should be mostly about figuring out whether there is a good culture fit for the candidate within the team. If everyone on the team gets to work at noon, hacks around until 11pm, and goes out to paintball, a more-staid person probably won't work out.
The problem with so many hiring hurdles is that they are gameable. Want someone who knows data structures inside-out? Cool, but they may fall on their face when asked to write testable code that fits a business need. I recall years ago regaling an interviewer about puzzles (give me a word in the English language that changes pronunciation when capitalized/uncapitalized? Polish/polish).
If you don't try different approaches, and do follow-up a year or so later, how can you say your interview process works? I don't know any company that does such A/B testing, do you?
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Interviews should be mostly about figuring out whether there is a good culture fit for the candidate within the team. If everyone on the team gets to work at noon, hacks around until 11pm, and goes out to paintball, a more-staid person probably won't work out.
The problem with so many hiring hurdles is that they are gameable. Want someone who knows data structures inside-out? Cool, but they may fall on their face when asked to write testable code that fits a business need. I recall years ago regaling an interviewer about puzzles (give me a word in the English language that changes pronunciation when capitalized/uncapitalized? Polish/polish).
If you don't try different approaches, and do follow-up a year or so later, how can you say your interview process works? I don't know any company that does such A/B testing, do you?