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He's only changed jobs once in a 15 year career (when a bunch of his co-workers changed companies and were able to hire him w/o a "real" interview) and has failed every other interview. He got his first job after an internship with no "real" interview.
I tried to get him hired at two places I've worked, but ofc. he failed the interviews. I wouldn't be surprised if, somewhere, someone is telling a story like those HN comments, about how they managed to keep out this "fake" programmer with 15 years of experience on his resume.
Both your experience and theirs can be true. "People who can't code but talk well" and "people who code well but have social anxiety" will both fail FizzBuzz. I don't know what the distribution between those two groups looks like in the set of "people applying for this job"
Conditioned on "has held down a full-time programming job for many years" (which is the kind of thing the FizzBuzz blog posts warn you about), I'd expect that skews heavily towards "can code but interviews poorly". YMMV, but I've never met a programmer at work who can't code.
I will repeat what I said earlier: tell your friend to get medication for severe situational anxiety. Beta blockers are known to be safe and effective for this for short periods of time; they are often used to counter severe stage fright. A sympathetic MD can prescribe them.
But in general: no, I'm not going to stop giving questions to screen out people who are not capable of programming, because a large fraction of the hiring pool is indeed incapable. I have no better tool available; recommendations are unreliable.
HN suffers from severe epistemic closure and represents a defensive technical culture that is, in fact, holding back the potential of computing -- let alone the possibility of a just and equitable society
This just smacks of disfavoring people with testing anxiety, which is a large portion of people. And then rewarding people who can route memorize things If something like this were required before every interview I had, I'd fail too. That's a lot of pressure and anxiety
Reinforces to me that there are two types of companies: -those that favor collaboration, less on hard skills -those that favor hard skills, less on collaboration And I think we're beginning to see a split between the hiring methods of both types
Don't get me started on Fibonacci functions. "What about a recursive solution?"
I guess the question is how to evaluate people who are just too nervous to do interviews, even with practice? Going by resumes doesn't seem like a great alternative.
Whatever approach you'll use, it will inevitably filter out some good candidates and allow in some bad ones. FizzBuzz shows that a candidate can solve *some* problem in code. It doesn't show the opposite, but, unfortunately, many interviewers miss this point.
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