[markbnj]

>> The best process was the one where I finally got a job. We talked on the phone for an hour and a half and by the end you could just tell we had that, "developer bond". His approach was the best I'd seen. He just talked through some of the problems he had, I proposed solutions and we talked through pros and cons. He treated me as an equal from the start. After that we had the face-to-face HR questions (how do you resolve conflict, etc.) which they have to ask because it's a big company, and another one with another manager but by then it was pretty much a done deal.

I've had the same experience, and I absolutely agree. Just about all my best interviews were with someone where we just hit it off and talked deep tech for an hour. On most of these we had to consciously cut the conversation off because we went long. I don't think that, when this sort of interaction occurs, you know the person is going to be good at writing production code. But at least you do know they're the "sort" of person you would expect to be good at it, and frankly none of the other methods discussed do a better job at providing that assurance.

[troels]

    I don't think that, when this sort of interaction occurs, you know the person is going to be good at writing production code. But at least you do know they're the "sort" of person you would expect to be good at it, and frankly none of the other methods discussed do a better job at providing that assurance.

I some times feel that part of the problem with hiring is that people expect too much of an interview process. Whatever tricks you pull to test out people, there's only so much that you can actually learn about people through a few hours of interaction, in a contrived context. Talking tech with developer candidates is great because a) it puts you in a natural conversation, which affords you to get some idea whether you like the person or not and b) it reveals at least something about their technical skill - it's hard to fake deep knowledge, if you don't have it.