[TameAntelope]

Having just gone through this with yet another developer who couldn't learn the framework in a couple of weeks, I am sick and tired of hiring people I have to coddle for months on end, only to end up having them quit because I didn't screen them correctly.

[ShamelessC]

There are definitely a lot of bad candidates out there these days but I still find that I'm able to filter this by ignoring overly-hyped resumes and giving them a chance to talk about something that excites them as an engineer. If the answer is "learning new tech, becoming a better programmer, getting better at continuous integration", or something similarly encouraging, they're probably good to go in a few weeks to a couple of months. particular if they talk specifics and aren't talking out of their ass. If you can't discern that yourself then I don't know what to tell you ha. I'm aware that lying/cheating during interviews can be really common in enterprise. One approach that might work there is to try to meet candidates out at meetups in the area - this acts as a sort of self-filter and you can chat in person before the interview even gets extended.