I guess you guys have more software development experience than me. Anyway, I would like share my humble opinion.

RiddleMeThat and wKkaY have their standpoint.

Before interview session, an interviewer should have a clear mind of candidates' requirements. If I were interviewer, I would evaluate candidates in 3 ways:

1. I give them a complex problem. I would like to see how candidates view, analyse, and solve a problem. The solution can be done in any form (explanation, pseudocode, coding).

2. The candidates with a few years of programming experience suppose to have deep understanding in a least one server side scripting language and a few client side scripting/markup languages (web dev for example). I would give them a test to solve a simple problem within a timeline. Candidates are allowed to write in any programming languages. I would like to see how they implement a solution. Design pattern, algorithm and efficiency of their code are evaluated.

3. I would have a chat with candidates' about their daily routines, hobbies, etc. I would like to work together with people who always see the bright side even facing critical problem in tight timeline. Great people is optimistic and "bright".

My interview approach looks like a lot of "steps". The hiring process is crucial because every people (every role) in a team plays important role especially your goal is to develop really great stuffs. You know what I mean.

My thought might be wrong. Any suggestions are welcome! Thank you for your time.

@wKkaY, @dkk

Regarding my interview approach suggested in post #19, do you think it is good way?

@TheSolver, in your opinion, what is a good way to hire great programmers?