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Comment by johnnyg | Hacker News Reader

Yes. While I mean no disrespect the pass to fail ratio on them is 5:1 or worse. I've got to check so that when I pay for an hour of work I get an hour of value.

I read blog posts to the contrary. They say how awful it is that these "dumb HR people" ask these basic things. Well, I've probably done 200 technical interviews, mostly from HN, and unfortunately this is my experience.

If I must choose between unpopular and ineffective, then bring on the fizzbuzz. If you do pass the screen, I guarantee you those you will be working with are smart and effective too. So effective and so enjoyable in fact, that I keep doing these interviews in order to find them!

@jacquesm - You are internet famous, I love your blog and admire your work. I know we're on different sides of this. If you care to pick this apart, I will read it with an open mind and respond as factually as I can.

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Being internet famous is overrated. Anyway, if you're going to start off from the premise that the OP is fibbing about their capabilities then you're starting off your relationship based on distrust. I'd rather give them the benefit of the doubt, give them a real test of their capabilities than to start off with something that has value when you're evaluating 100's of applicants for a specific job position so you can save yourself some time but here you're only dealing with one applicant and effectively you're the one now reaching out to him.

In that situation I think a fizzbuzz test is a bit strange.

But, it's your company and I don't think anybody should tell you how to run it, I was just curious about why you'd administer this particular test on someone that should be able to not only ace it but will likely be insulted by it.

What do you think of Regan's "trust by verify"?

How do you define "a real test of their capabilities"?

While we start the hour long skills test off with some fizzbuzz weeders, we quickly move into harder questions pulled out of issues we've resolved in the real world that are likely to be of the same shape of future work.

If people are offended by fizzbuzz, they don't express it often during interviews/employment/exit interviews. The most common reaction from someone who can solve it is a bit of a wink and a nod as they slay it and move on to the "real" stuff.

I've never had anyone ace our test. No one is a 10 everywhere. I think there's a lot of value in how you approach things and react to a blocker or limitation. We watch this closely too. It isn't just about saying "Every answer is correct, so hire me".

Lastly, we're out of Houston, TX. I'm guessing the culture is very different in CA and perhaps that's the mismatch.

I'm about as far from California as I could be without moving to Russia or China.

Anyway, as I said, you're free to run your shop any way you want.

> Lastly, we're out of Houston, TX. I'm guessing the culture is very different in CA and perhaps that's the mismatch.

For what it's worth, I'm a native Texan out of Dallas and wouldn't dream of giving someone with demonstrated development ability, like OP has, a fizzbuzz "test" as part of hiring. I'm guessing the culture is very different in Houston and perhaps that's the mismatch.

I also say bring on the fizzbuzz. If I were looking for a job, I would welcome any opportunity to demonstrate my skills and set myself apart from the competition.

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