But how do you get to the "unlikely" determination? Do you want to get a ballpark reading on "unlikely" within the first 10 minutes of the interview or at the very end after investing an hour?
I'm not suggesting that FizzBuzz is the be-all-end-all but for the folks who already do find useful as a low-investment bs filter, it makes the most sense to use it at the beginning of the process and not at the end. Using it as a "last hurdle" makes no sense if you have a stack of resumes to plow through. If you have prior assumptions that 90% of those candidates are not competent at programming, what's the logic in using FizzBuzz as the last step? You want to identify the 10% as quickly as possible before investing too much extended interview time.
Yup, you're probably right. If you're at the end of the process and on the cusp of hiring someone to write code but you're not sure whether they can write simple code then there's probably something wrong with your process.
But how do you get to the "unlikely" determination? Do you want to get a ballpark reading on "unlikely" within the first 10 minutes of the interview or at the very end after investing an hour?
I'm not suggesting that FizzBuzz is the be-all-end-all but for the folks who already do find useful as a low-investment bs filter, it makes the most sense to use it at the beginning of the process and not at the end. Using it as a "last hurdle" makes no sense if you have a stack of resumes to plow through. If you have prior assumptions that 90% of those candidates are not competent at programming, what's the logic in using FizzBuzz as the last step? You want to identify the 10% as quickly as possible before investing too much extended interview time.