I'm trying to approach interviews like this as well. It's better for everyone when it feels like a conversation rather than constant questioning. The trick is to still capture information about the skills you need to evaluate though.

I still think we have an ageism problem in our industry. I feel it's less than before, but this short article shows well how far it went.

Hiring and designing interviews is still not an easy task in our field. This post gives a couple of interesting things to try.

It's indeed not only about skills but also about roles... and the natural tendencies to cover them.

Good advice. Since I got to review quite a few... I'd like to see them more like that. The worst part is when one also fails to point his accomplishments during the interview. I ask specific questions about this and most time get nothing meaningful in return.

This matches what I see. For some tasks these can be helpful tools, but it definitely need a strong hand to steer them in the right direction and to know when to not use them. If you're a junior you'd better invest in the craft rather than such tools. If you got experience, use with care and keep the ethical conundrum in mind.

Unsurprisingly, hiring scams are becoming more elaborate. Keep it in mind for your upcoming interviews.

Good set of advices. I wish more people applying for a job would follow them.

Interesting story. This is getting harder to hire for remote positions I guess.

Definitely true, this is mostly about avoiding false positives. Still I don't like online assessments platforms either... you need to see how the candidate is doing, interact with them, etc.

Good list of tips and ideas. This is not necessarily as easy as it sounds. The lack of good metrics doesn't help (totally understandable though, privacy first).

Plenty of sound advices for the written part of an application.

Good list of advices, I regularly see people failing because of fundamental things like this... despite explaining my expectations first. So I'd add: listen to what the interviewer says about how he's going to assess you.

This advice makes sense. People performance fluctuate you need to know where the extremes are before hiring them. Easier said than done though.

Remote work is clearly the best way for smaller companies to compete to attract talent. This greatly increases the size of the pool of potential hires.

Wow, that's a very thorough hiring and interview process. I'm not sure all organizations have the luxury to do all of it. Still plenty of interesting nuggets in there, it gave me a couple of ideas on how to reword or change some of the control questions I usually use.

The report is very US centric. Still it looks like the future standard for developer jobs will be more and more remote.

Unfortunately seems to subscribe to the 10x programmer myth at least partly while trying to debunk another one... apart from that, it was very insightful, shows well how it's a team sport and how you want people to complete each other. The whole "rockstar developer" thing is a recruitment marketing scheme.

Now this is truly bizarre... but apparently this happens.

Excellent series about interview questions to use.