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1/ This is painful to read. And I know I played a role in making some peoples' lives hell by doing the whole "gatekeeper nerd interviewer" thing that typically goes on with software job interviews.https://twitter.com/avdi/status/1232696122180804611 …
2/ I still don't think I have good answers to what would constitute a good alternative. But I think I can characterize what makes these interviews bad: * Failure to allow/encourage the interviewee to elaborate on their unique experiences and considering that carefully
3/ * Exacting enormous pressure on the interviewees with both high stakes and the piercing judgement of 3-5 people all staring at you and waiting for you to say something stupid. * Compressing all this down to just a few hours.
4/ * Trying to use clever code tests, especially under immense pressure, as a proxy for job performance (it's a very poor proxy). * Demanding that the candidate comes prepackaged as a ready to plug into your software development machine, rather than properly investing in them.
I think maybe getting people who aren't software engineers involved earlier in the process would help. For as smart as we can be sometimes, engineers love to create engineering solutions (the technical interview) to problems that are inherently managerial in nature.
That sounds like a good start.
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