I'm not a recruiter but like everyone i do interview people from time to time. While I agree with TFA, of course, i think a few "quiz questions" are often neces

I'm not a recruiter but like everyone i do interview people from time to time. While I agree with TFA, of course, i think a few "quiz questions" are often necessary. While you can check if someone can code on his github/whatever page without asking any question, you don't just want to make them want to work for you. You also need to screen them enough to figure out if.. they're going to be able to work for you. They're not all well known. There's new fresh people graduating all the time, and even if there's people that aren't just well-known (the vast majority!) So, til there's better, i always have 25% of "quiz" questions, which are all 100% technical and all require either logic, either knowledge. (then 50% of discussion of the stuff there's to do, and 25% for candidate's questions). THEN if there's interest there's real interviews as in, come to the office 'n let's chat about stuff you'd like to do. Not before.