[einhverfr]

Generally good tips, but I have noticed a few other things too.

1. If there are challenges, particularly if they are take home tests, it is important to make these reflect the sort of work someone will do without raising concerns that the work will be used by the company without pay. Candidates will spend time on relevant challenges and be happy. They will not be happy about irrelevant challenges. And interviews go both ways.

2. Dispense with "good questions" and go instead with "what do I want to know about a candidate.

3. Ask yourself before you start hiring, "What makes those who are successful at this company successful?" And from there, start building your interview structure.

Not every company will be the same, or will be good matches for the same candidates. The key should be to figure out what you need and use the interview to determine if the candidate actually is a good fit.

Unfortunately this cannot have data because it relies on a bunch of human judgment calls.