I personally use whiteboard coding tests. If a candidate prefers, I am okay with paper or code editor but I don't allow book or internet use. I don't penalize f

I personally use whiteboard coding tests. If a candidate prefers, I am okay with paper or code editor but I don't allow book or internet use. I don't penalize for syntax unless it indicates gross misunderstanding of the language. I usually ask questions that typically require 5 lines of code and under 10 minutes of effort. For calibration purposes, I expect myself or other coworkers to solve the problem in 2-3 minute. Most candidates fail in these basic coding tests. I also don't use obscure puzzles. I used them when I was starting out interviewing but have long since given up. Puzzles are usually solved by those who heard them before or are very strong candidates but that is pretty rare. In my industry github is not common because all code is proprietary. I don't want to penalize those who use their personal time for non coding activity. I do ask people about their roles and experiences. A lot of time people exaggerate their contributions and skills in their resume. Even with a basic query on their resume, you can find out they don't know much. Often the work was done as part of a team where they had minimal contributions.