I would not be shocked. I meant it when I said to weed out the charlatans. I certainly do some basic FizzBuzz. I do it over the phone and in-person because sometimes they get a friend to do the phone interview. There is a giant difference between this and the current whiteboard interview fad.
I don't think false negatives are good. How many positions go unfilled for months and years? A lot. At a larger company, it won't take long before they remove the position entirely. They might not be wrong to do so either. Eventually your bus factor goes to zero, and whole teams go away. I have never seen anything beyond FizzBuzz, experience, and conversations be predictive for actual work. Even these only weed out the most outrageous candidates.
I work in the chemical engineering industry. They sort resumes, ask questions, and call references. They don't ask them to do sophomore level process energy and mass balance with multiple components and vapor-liquid equilibria on a whiteboard. Most aren't Professional Engineers either. Junior engineers used to be a crap shoot. Now there are so many graduates compared to junior positions that most companies will only hire people that interned with them.
> I don't think false negatives are good. How many positions go unfilled for months and years? A lot. At a larger company, it won't take long before they remove the position entirely. They might not be wrong to do so either. Eventually your bus factor goes to zero, and whole teams go away.
I'd rather that happen, than hire unqualified people. Hire and then fire someone is damn expensive - months of salary and a lot of hours wasted. If you don't get them out of the door fast enough, the damage they can do with incompetency is even greater.
I have personally hired false positives. Like you say, they are expensive. I have never once hired someone who was literally incapable of doing the job. It's never because of work directly. A person who was incredibly professional in the interview turned into a massive asshole at the office. One fought good coding practices because he thought it was over-engineering. Another spent all day playing online poker on their phone. One spent their entire time at the office making Forth interpreters.
Doing 7 hours of whiteboarding interviews for every candidate won't flush out any of these. Not a single one. If you can tell me the magic 8 ball I need to shake to fix this, I am wide open to suggestions.
I don't think false negatives are good. How many positions go unfilled for months and years? A lot. At a larger company, it won't take long before they remove the position entirely. They might not be wrong to do so either. Eventually your bus factor goes to zero, and whole teams go away. I have never seen anything beyond FizzBuzz, experience, and conversations be predictive for actual work. Even these only weed out the most outrageous candidates.
I work in the chemical engineering industry. They sort resumes, ask questions, and call references. They don't ask them to do sophomore level process energy and mass balance with multiple components and vapor-liquid equilibria on a whiteboard. Most aren't Professional Engineers either. Junior engineers used to be a crap shoot. Now there are so many graduates compared to junior positions that most companies will only hire people that interned with them.