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> If you need someone with a level head, try to frustrate your candidates and ditch the ones with short tempers.

Interviews are a two-way street. If as a candidate I'm given an unrealistic expectation that's intended to frustrate me, I'll get the impression that's how the company normally operates and choose to look elsewhere.

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This is a great point.

When I talk about intentionally frustrating candidates, it's mostly based on a technical interview we would do that a lot of people would struggle with. It hit the critical thinking itch, I think, and some people can't handle that. Y'all have me thinking that this section could use a little revision, though.

There could be reasonable ways to accomplish that. Knowing how well a candidate handles frustrating situations is definitely worthwhile, I just think there should be a lot of caution about how the situation is presented so that the candidate doesn't get the wrong impression.

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