Before I tech screen anyone, I have a short email or phone chat with them. I ask if they program every day and how much of a typical recent day was spent progra

Before I tech screen anyone, I have a short email or phone chat with them. I ask if they program every day and how much of a typical recent day was spent programming. If it sounds like they are currently not full-time employed as a programmer (and not programming a lot), I explain that they will probably not do well on technical tests (mine or anyone else's) if they don't practice. I recommend they just find some sample questions online and practice them -- let me know when they think they are ready. I explain it's just like playing an instrument -- you wouldn't audition without practicing beforehand, right? I also explain that it's very hard to tell the difference between someone who is rusty and someone who is not skilled -- I want them to be at their best. To everyone, currently programming or not, I explain what the interview will be and everything about it that I can except for the questions. I am hoping they will self-select out if they know they can't program (or talk to me about it). I also explain that I am not looking for people who know all of the answers, but I am trying to calibrate their resume and see what it's like to collaborate. All tech screens are conducted in the language of the applicant's choice. The meta-question I am asking them: If I tell you a bunch of requirements and some guidelines for success, will you do the work necessary to succeed.