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What is the point of the technical interview? Should it be designed to be a knock-out punch to unsuspecting candidates? Is it designed to “weed out” the candidates that do not have the required technical capabilities in a few or a number of specific areas? These are common practices that set up the selection process in a way that will eliminate some of the best overall candidates under consideration. In this article I will cover a few common practices in the technical interview process that impugn organizations ability to truly assess who will be the best overall match for open technical roles.
