I notice a lot of these answers focus on the technical or coding challenge. As a hiring manager, that's critical, but technical competency only accounts for abo

I notice a lot of these answers focus on the technical or coding challenge. As a hiring manager, that's critical, but technical competency only accounts for about a third of the qualities my team is evaluating in a candidate. I've given this question a lot of thought over the last couple years as I've lead teams that have needed to get organized and expand quickly. Here's my summary taken from a Google Slides presentation I put together titled "Hiring in a Time of Cargo Culturalism". It starts with Principles and Guidelines: - Hiring cycles will be structured and as short as possible. - When we start a hiring cycle, we will finish it by hiring the most qualified applicant who accepts our offer. - Every applicant will receive a response within 48 hours and be updated on the status of their application at each step asap. - The hiring process will be as transparent as possible. - Objective and fair-minded measures will displace biased and bigoted ones. - Every applicant will appreciate their experience, even the rejected ones. - The process will be agile and adapt over time to improve and meet the specific needs of the organization. - Onboarding will begin with hiring. Then an outline of my team's current Methodology: - A thoughtful and literate job posting will accurately describe the job and foreshadow the company culture. - Simple challenges and honeypots will filter serious candidates from the applicant bots. - At the end of every step, we will inform the applicant what comes next. Courteous templated responses will be promptly delivered. - Two interviews. No more than three. The coding challenge will represent a genuine work sample. It will be no more than one or two hours. - Candidates will be evaluated using a simple quantitative assessment of core competencies (see Ch. 21 of Kahneman’s Thinking Fast and Slow). - Final decision will be a collective decision of the hiring team. - After hiring cycle is complete, hiring team will hold a retrospective. I've hired over a dozen developers this year. They haven't all been homeruns but no strikeouts either. A few singles or walks. A lot of solid doubles. And that's mostly what my company needs.