Why 37signals Doesn't Hire Programmers Based on Brainteasers
There are so many different views here about interviewing that it can get quite dizzying.<p>1.)
37 signals view is that there is no point in asking programming puzzles or brain teasers; this goes for white board questions as well.  Their view is that, it's just better to go over real code the person has written, and if they seem like a good fit, then why not try them out.<p>2.)
Cletus's view is that you should ask a "simple white-boarding problem", that would weed out in theory weed out the "bad programmers", with a certain error margin.<p>3.)
Dmbaggett's views is that solid programming puzzles (one's that are usually are take home, or one's that you do at home) are good for attracting programmers that will fit (the role of a computer scientist at ITA).  However cheap whiteboard problem's aren't necessarily the best for finding great programmers.<p>4.)
edw519 commented a while back, that written code sample done at the time of interview is best, as it provides rooms for some discussion material that will gauge if the interviewee is a great fit for the role.<p>[1] <a href="http://news.ycombinator.com/item?id=834513" rel="nofollow">http://news.ycombinator.com/item?id=834513</a><p>4.)Another article on hacker news, "I Won't Hire You", got pretty much down voted for it's view, that you have to be greater than great to work at Golem Technologies.<p>[2] <a href="https://news.ycombinator.com/item?id=3428567" rel="nofollow">https://news.ycombinator.com/item?id=3428567</a><p>5.)There was one other article on hacker news; the article mentioned how in the end programming interviews puzzle, didn't matter and the programmers that they hired and did the best, ended up not being the most productive programmers.<p>6.)An article about hacking the current interview system. 
Apparently the top commentator timr, really thought that you should grill the interviewee to find out if they are hacking the system.<p><a href="http://news.ycombinator.com/item?id=3370341" rel="nofollow">http://news.ycombinator.com/item?id=3370341</a><p>The list can go on and on.<p>So in the end what is the best algorithm for interviewing a programmer?  Are you hiring out of fear, that you need X to do a Y job, but you don't want X to destroy your company?  Are you hiring to find a rock star programmer, who can take your company to the  next level?  Are you hiring a programmer to do a specific well defined job?  Are you hiring to fill your ego, that you have the power over someone?<p>It seems very hostile to get a programming job.   It seems that some interviewers want you to come in and contribute from day one, which I have never seen quite happen.  Why are some interviewers so harsh and dicks with the interviewees?<p>If a programmer fails your interview, does it mean they are truly stupid?<p>Is your interview really a true gauge of IQ?  
Does your ego play into the interviewing process as one HN commenter wrote<p>"The biggest problem with anything like this is the idea        that 'here is some test of inherent   intelligence - I am far better than you so you are inherently unable to do this thing' which is just the biggest barrier to actually trying to do something - if you think you inherently suck or at least are simply mediocre, your motivation to do that thing is severely reduced."<p>The general feeling I get is that as interviewers, we are trying to put down and ridicule, interviewees for whatever reason did not pass our test.   Maybe in accordance with our company's guidelines or our own ego's.<p>Instead of seeing the glass half full with interviewee's potential we are seeing it half empty, as their ability will never be good enough.<p>I think with determination and practice anyone can be "great" programmer.   It's sad to see many interviewer's don't realize this, cause "they don't have time."