I can see all sorts of ways that this will give you false negatives. This is what I would recommend: 1. Via an online test: check if they can code something v

I can see all sorts of ways that this will give you false negatives. This is what I would recommend: 1. Via an online test: check if they can code something very very simple. (This is your threshold that simply exists to not waste so much time.) 2. In their CV: Look for public-facing indicators of skill: github account, stackoverflow account, blog posts, etc. (Bias towards candidates with these indicators, but do not discriminate against those without. These are indicators of true positives and not true negatives.) 3. In a phone interview: ask about and then assess their breadth of knowledge. Find out their passion. 4. In a phone interview: test the depth of their knowledge in a relevant category of knowledge. If they are struggling then attempt a question in something they're passionate about. (This is the point where you detect true negatives.) 5. In the interview room: give them a choice of hard problems -- the sort you would want them to work on if they joined. (This is where you detect true positives.) 6. In the interview room: find out whether they're the right cultural fit for your company. (This is where you filter out any true negatives that remain.)