[smithbits]

We're all familiar with the "phone / phone / half day puzzle fest" interview technique but has anyone ever done any testing on it? At any large company like Google or Microsoft it seems like it would be easy to run some ringers through the process to double check it. Take someone who's a brilliant engineer and asset to any engineering organization and run them through the hiring process in a different group. Give them a cell phone for the initial phone interview and see how they do. I'd be extra curious to see how this would work on employees who hadn't already gone through the traditional hiring process (i.e. people who came in as part of an acquisition).

[zabraxias]

The results would be meaningful but not as interesting as someone who is under more pressure to find a job due to currently being jobless.

Speaking for myself interviews are always much easier when you already have a job and always more difficult when you really want to work where you're interviewing - just an aspect of self-inflicted pressure.

[cpeterso]

A company as large as Google might be able to use an algorithm to derive a correlation from Google employees' annual performance reviews (positive and negative) back to their original resumes and interview feedback. There might be some interesting correlations, such as Google employees that graduated from some university X and worked at company Y are in the 90th percentile of performance reviews. Or every Google employee who ever worked at company Z was fired in less than 12 months. :)