I think the largest problem is that HR really has no understanding of what to ask the candidate in order to gauge whether or not they&#x27;re a useful fit for the objective they&#x27;re looking to achieve?<p>In general, I feel that a couple of technical questions relating to the fundamentals of the platform you&#x27;re working with. Getting a feel for who they are and their track record for either delivering on the stack you are working with or in delivering on stacks with which they have little initial familiarity. Some people are particularly adept at learning entire stacks and delivering solutions in times that other developers are incapable of delivering on stacks with which they claim intimate familiarity. Others are amazing at delivering on a particular stack but have no clue how to achieve anything outside that stack.<p>I think the biggest issue is that interviewers have no idea how to abstract contextual information when removed from their development environment. They think that everyone needs to look and think like them... and if they don&#x27;t, they&#x27;re not a good fit.<p>As for hiring people they like that are technically inept vs. turning away candidates that are technically adept but awkward. I guess it comes down to social aptitude - being technically awesome is only half of the requirement. You&#x27;ve also gotta be likable or you&#x27;re not getting hired.