I've done interviews before. I think that there are still many older people, and young people who do not have accounts on sites like github, they have nothing t

I've done interviews before. I think that there are still many older people, and young people who do not have accounts on sites like github, they have nothing to show. But may be reasonable candidates to hire because of their technical talent. I think it's appropriate to ask questions to an interviewee based on the domain knowledge you'd expect them to have during an interview. These involve little things that are very typical of day-to-day work. These are the type of things I'd ask over the phone or email. Once you determine they are not blowing smoke up your rear, ask them to come in for a more formal person-to-person interview. I then ask them a fairly broad open-ended set of questions to see how they describe the process of solving said problem. This usually involves talking about tools, their process, their libraries of choice(something more generic here for other fields) and generally helps to assess their personable skills. If I like them, I will ask them if they have any personal projects they want to share or something they are enthusiastic about in their domain of knowledge. I think the biggest thing is that a lot of companies doing technical interviewing only reserve a small period of time to determine their new candidate. For people long in the industry, their resume should speak for itself. For younger people, it's kind of like, would you sleep with a woman you just met? How does that experience usually turn out? It's a 50/50 or worse chance you end up with a nightmare. Spend some time to interview your candidates, or end up with the one-night-stand.