Lots of good advice for better interviews. I like the structure it brings making sure you got balanced evidences.

It was around two years ago, but maybe a good idea to revisit it with the recent AWS outage?

I'm a bit on the fence regarding this article. That being said there's something I like about it: it's not always purely about money. It's also a good reminder that if the reward is in monetary form it's almost impossible to not somehow alter team dynamics with it.

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.

An oldie but still a good one. Yes, the people matter but even good people won't strive in a badly designed system.

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.

Juggling different roles isn't easy. It's indeed even harder when friendships are involved. Know which hat you're wearing at all times.

As I often says: interviews are also for candidate to evaluate the potential employer. If you're interviewing there are good questions to ask, here are a few ideas. I think I'm almost never asked those unfortunately...

Lots of open questions which are left unanswered. That said it shows how difficult it is to evaluate knowledge workers in general and that we're often grasping to the wrong metrics.

This is indeed a nice way to approach technical interviews. Unfortunately it requires quite some effort to setup and maintain. You also have to find the right bugs to put in the interview and this is a rarity.

Good ideas and questions to interview candidates. I don't think I would use everything though. Also I think some of what's proposed here would work for candidates at any level of experience.

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).

This is a very important point. Communities should make sure that new blood gets in. Companies should also avoid just recruiting top talent and groom juniors to contribute.

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.

An old one but since I'm aware of companies still doing their performance reviews this way... Don't fall for it, use a more humane process whenever you can.

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

Interesting to look at several career progression models and compare them indeed. This is likely necessary when making your own model for your context.

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.