I came across this post today and wasn’t sure what to make of it. In my current job and my previous one, interviewing potential hires for programming was part of my job. I can’t say I ever used “FizzBuzz” types of questions on candidates, and I’m not sure that would tell me the sort of things I need to know about someone. I find myself asking a lot more design questions and process questions with perhaps one or two programming questions thrown in. But before even getting to that stage, I have to feel good about their resume. I think the majority of people give you enough information in their resume that you can figure out whether a phone screen is worthwhile in a relatively short period of time.