> I feel like so many places put emphasis on abstract knowledge and technical ability and leave out so many other traits that are good. Take a SWE job for exam

> I feel like so many places put emphasis on abstract knowledge and technical ability and leave out so many other traits that are good. Take a SWE job for example, what is the most effective, efficient, and fair approach to evaluate a candidate? Can anyone name an approach that is, in general, better than the main-stream technical interview. Factors to consider: 1. Technical competence 2. Culture fit 3. Interviewer/interviewee/scheduling etc time cost 4. Logistic cost