The author's suggestion of a 'trial period' of employment might also be one of the impractical, costly, infeasible ideas I've ever seen proposed. So the candid

The author's suggestion of a 'trial period' of employment might also be one of the impractical, costly, infeasible ideas I've ever seen proposed. So the candidate doesn't want to spend 1 hour on a coding interview because 'they don't have time.' The solution? Spend a month on-boarding the candidate to your company (taking time from multiple team members), give them an implicitly high stakes work project while they get used to the new working environment and production codebase. Meanwhile there's tension/friction because the company wants to quickly validate the temporary hire. If it's successful, okay proceed as an employee. If it's unsuccessful, it's a huge waste of everyone's time, a costly experiment for the company/team, and likely a very unpleasant 6 week long working engagement. Then the candidate will have to explain why they only lasted at their previous employer for 6 weeks in their next set of interviews.