In my time I’ve performed probably about a hundred interviews for prospective hires. They were all technical positions from QA Load Testers to Systems Architects from small to large clients. One time having to fill 18 positions at once. Not fun, but you get to see the best and worst in people. Phone screening was the most entertaining. Many times I’d ask a question and hear a keyboard in the background fly into action or they repeat the question and hear whispers. It’s amazing what people will do to get hired and fired quickly.

This popped into my head because of this article, and how true it is. Building your work force using a “hire by testing” methodology is a very good idea. Not solely using this method, but making it a component of your usual regiment. Too many people just memorize buzz-words or understand just high level concepts to get through interviews. Adding a “hire by testing” methodology increases your chance of getting quality people in the door, and at the very least makes you feel confident your making the right decisions. I’ve used it on most of my interviews and have been very pleased afterwards when I do.