Sure, but that's what code samples are for. If I send you code samples, and I can't explain to you what they mean or how I built them, or describe a variation of your choice about them, then you can assume that I don't know what I'm talking about. You can do this over the phone. There are endless, quality, revealing questions you can ask about provided code samples that are far, far, far, far superior to asking the equivalent of reciting the ABCs.
No code sample? Get some. Won't provide some? Don't bring them in for an interview.
The point I'm making is that you can pre-qualify candidates in a LOT of ways before you even bring someone into the office. If I get into your office and you ask me dumb, basic questions, then you haven't screened me effectively. You should theoretically be able to make those determinations before I ever step through the front door of your office.
Sure, but that's what code samples are for. If I send you code samples, and I can't explain to you what they mean or how I built them, or describe a variation of your choice about them, then you can assume that I don't know what I'm talking about. You can do this over the phone. There are endless, quality, revealing questions you can ask about provided code samples that are far, far, far, far superior to asking the equivalent of reciting the ABCs.
That seems like a reasonable idea, but we've tried that before, and it's just a terrible filter. Let me try to make a more general claim: anything that lets the candidate have outside resources or unlimited time is going to be a bad filter. In this case, the candidate can prep the code sample and be able to explain it well.
How do I bring in code samples when all of the code I write has been for my previous employers and therefore is owned by them? Can't I be good at what I do without spending free time away from family and hobbies doing it even more?
No code sample? Get some. Won't provide some? Don't bring them in for an interview.
The point I'm making is that you can pre-qualify candidates in a LOT of ways before you even bring someone into the office. If I get into your office and you ask me dumb, basic questions, then you haven't screened me effectively. You should theoretically be able to make those determinations before I ever step through the front door of your office.