The current approach to technical interviews and assessments in the software development industry is flawed and often fails to effectively evaluate a candidate's true potential and expertise. Relying solely on coding tests or take-home assignments may be sufficient for entry-level positions or candidates with limited experience. However, for experienced professionals who have a proven track record of delivering successful projects, these methods are not only inadequate but also disrespectful.

When a seasoned developer has a portfolio showcasing their accomplishments and can articulate the reasoning behind their technical decisions, subjecting them to generic coding tests is unacceptable. The question arises: who has the authority to accurately assess an individual's knowledge and qualities? Is it the interviewer from the company, who may simply be the longest-tenured developer on the team or project? Their longevity does not necessarily equate to superior skills or a perfect project architecture that qualifies them to evaluate others' expertise.

Many times, individuals remain in a company for extended periods due to fear of change or lack of confidence in securing better positions elsewhere. After several years, they find themselves in a position to assess others' knowledge, regardless of their own competence or the quality of the project they have been working on. This limited exposure to diverse projects and experiences hinders their ability to provide a comprehensive evaluation.

The industry faces a significant challenge in conducting effective interviews and assessments. Traditional methods, such as outdated riddle tests or generic take-home projects, fail to attract and identify exceptional talent. It is crucial to recognize that a candidate's true potential extends beyond their performance on a contrived test.

To address this issue, companies should adopt a more holistic approach to evaluating candidates. This may involve considering their past achievements, conducting in-depth technical discussions, and assessing their problem-solving abilities through real-world scenarios. By valuing a candidate's proven track record and engaging in meaningful conversations, companies can gain a more accurate understanding of their skills, knowledge, and potential to contribute to the team.