I like your ideas, particularly collaborating on problems and giving candidates the ability to control their environment while problem-solving (such as giving t

I like your ideas, particularly collaborating on problems and giving candidates the ability to control their environment while problem-solving (such as giving them a week-long assignment). We've had good luck with the latter, and it's provided several valuable employees who, frankly, would probably not have passed a "live" interview. Another tactic we employ is to keep the technical interviews very conversational. Rather than asking a very difficult question and putting the candidate on the spot, we try to talk through problems and do an over-the-phone "white board" session. We like to choose problems with many answers; some of these answers are easy to arrive on, while other explanations may be trickier. The candidate gains confidence getting the first part of the question correct, and seems to be more at-ease while completing the more difficult tasks. There's no way that we can completely cut out the stress of a technical interview--no matter what, it's nerve-wracking to put your technical capabilities on the line--but it doesn't need to be a belittling, terrifying experience like the ones we so often hear described.