Most of the people whom i consider really good would fail most questions due to imposter syndrome, unpopular opinions about scrum, and simply beeing not good at marketing themselfes.
Nearly all of the posers who had trouble with fizz/bazz i met in my career will ace these questions, except maybe questions 1 or 3. Hopefully, they'd be weeded out by the challenges before, but i wouldn't count on that.
I have to agree with you. I hire a lot. And initially I tried all these really hard interview type questions or questions that I expected that somehow they would have a good answer to. I also knew some very good developers that had terrible looking resumes (they just didn't know how to write a good one), and weren't particularly good at interviews. I also noticed that I scared away good candidates.
The reality is that being able to answer questions really isn't a measure of how they'll do in their job.
So I went back to basics. A favorite question of mine in interviews is "Write a program that will print the numbers from 1 to 10". Its trivially easy, but it filters out people who I definitely don't want to hire. The other thing I put a lot of weight on is references. Since we live in a place where lots of people know each other I see who gets vouched for and who doesn't, and who likes the work the person has done. I understand that nationwide that may be harder to do though.
Then I just talk to them and make sure we'll get along. And see that they've learned relatively new things recently.
I've fired very few people in the last 15 years. So I guess my technique works. The main reason I've fired people is that I feel they aren't growing as they should, or that they have caused problems. But as I said its very rare. And our attrition is also very very low.
I think a lot of companies have gotten out of hand with their technical interviews and they are making the process needlessly expensive for themselves. Recently I witnessed how they were interviewing someone I knew for traditional engineering positions. I was shocked to find out how non-technical the interviews were. And yet the engineering world isn't collapsing is it.
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Most of the people whom i consider really good would fail most questions due to imposter syndrome, unpopular opinions about scrum, and simply beeing not good at marketing themselfes.
Nearly all of the posers who had trouble with fizz/bazz i met in my career will ace these questions, except maybe questions 1 or 3. Hopefully, they'd be weeded out by the challenges before, but i wouldn't count on that.
I have to agree with you. I hire a lot. And initially I tried all these really hard interview type questions or questions that I expected that somehow they would have a good answer to. I also knew some very good developers that had terrible looking resumes (they just didn't know how to write a good one), and weren't particularly good at interviews. I also noticed that I scared away good candidates.
The reality is that being able to answer questions really isn't a measure of how they'll do in their job.
So I went back to basics. A favorite question of mine in interviews is "Write a program that will print the numbers from 1 to 10". Its trivially easy, but it filters out people who I definitely don't want to hire. The other thing I put a lot of weight on is references. Since we live in a place where lots of people know each other I see who gets vouched for and who doesn't, and who likes the work the person has done. I understand that nationwide that may be harder to do though.
Then I just talk to them and make sure we'll get along. And see that they've learned relatively new things recently.
I've fired very few people in the last 15 years. So I guess my technique works. The main reason I've fired people is that I feel they aren't growing as they should, or that they have caused problems. But as I said its very rare. And our attrition is also very very low.
I think a lot of companies have gotten out of hand with their technical interviews and they are making the process needlessly expensive for themselves. Recently I witnessed how they were interviewing someone I knew for traditional engineering positions. I was shocked to find out how non-technical the interviews were. And yet the engineering world isn't collapsing is it.