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Start by looking for "Interview Questions" articles: they will give you all the questions and answers you will need!
Then bin them. By all means ask a question from them - but use it to weed out the idiots who also sought out that rubbish...by following it up with an in depth explanation, or just passing over the sheet to those that give it word-for-word.
Check up on history, check up on CP and SO: do they have an account? Why not? What have they published? If they have, what's it like? Good? Bad? Relevant? Plagiarised? Do they answer questions, or do they ask them?
Most interviews (apparently) are decided one way or the other in the first couple of seconds: "I can work with this guy" / "No way Jose!" - often before anyone has started to speak!
You need to get someone who can do the job - that's a given - but you also need to remember that you will be working with them for several years, so it has to be somebody that "fits in" with the team. If you don't like them at first meeting, you probably don't want to employ them, even if they are technically brilliant.
One important thing to remember: you have to sell the company to them as well. If they are any good, they want somewhere that they fit into comfortably - so if you give the wrong impression of what the company is like, they won't stay long; and recruiting is expensive! You should treat an interview as a two way process - them selling themselves, you selling yourself.
Bad command or file name. Bad, bad command! Sit! Stay! Staaaay...
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OriginalGriff wrote: One important thing to remember: you have to sell the company to them as well. If they are any good, they want somewhere that they fit into comfortably - so if you give the wrong impression of what the company is like, they won't stay long; and recruiting is expensive! You should treat an interview as a two way process - them selling themselves, you selling yourself.
Things get really ugly when the company leaders start to believe their own propaganda. This can go as far as a total loss of any grasp of reality and employees are considered to be incompetent or lazy.
The language is JavaScript. that of Mordor, which I will not utter here
This is Javascript. If you put big wheels and a racing stripe on a golf cart, it's still a f***ing golf cart.
"I don't know, extraterrestrial?"
"You mean like from space?"
"No, from Canada."
If software development were a circus, we would all be the clowns.
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Problem solving. Given a problem, how does the candidate approach the solution; decomposition of the problem into sub-problems, and method of (re)solving each sub-problem.
One more thing is "What is your favourite topic/subject", ... followed by what was the most interesting learning you had in the last 3/6 months in this topic; "Can you explain this learning to me".
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Sit him down with QA, and tell him to solve the top 50 unanswered problems.
If he makes an excuse and runs like hell, he's the one you want! 
Bad command or file name. Bad, bad command! Sit! Stay! Staaaay...
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now thats the best one i've heard in a while
#region(start signature)
Life's like a nose, you've got to get out of it whats in it!
#endregion
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won't do that but yeah idea is good to go through top unanswered question for asking technical question rather than go through the same repetitive list of interview questions for .net or c#.
Ravi Khoda
Humanity is the best religion and smile is the best medicine.
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One of my techniques is to try and help the candidate relax - I will usually make an erudite witty remark and if they don't laugh they generally don't get through.
Understand that this is as much to protect their sanity as it is to ensure that I can work with them - as if they get the job they will need to put up with my erudite witticisms on a daily basis 
“That which can be asserted without evidence, can be dismissed without evidence.”
― Christopher Hitchens
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We haven't discussed this yet...now is a good time.
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P0mpey3 wrote: .now is a good time
Just heard that Stuart Broad has became the fifth bowler of England to take 300 Test wickets.
I actually really like him  
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I am a big fan of him, too. I particularly like his this[^] over.
I ain't got no signature.
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At this rate, I wouldn't fancy having tickets for the 3rd day.
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I think the Highlights show will have to show the whole thing...and then show it all again just to fill the allotted time slot.
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Due to time constraints, the Australia team only played the highlights.
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3rd day? It's practically done already!
veni bibi saltavi
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Aus-60/10. Broad-8 Wicket 
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Dharmesh .S. Patil wrote: Broad-8 Wicket
Aahhh.. He took almost all of them, wish I could just be there watching him taking the wickets
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Cue the Krikkit robots...
If you have an important point to make, don't try to be subtle or clever. Use a pile driver. Hit the point once. Then come back and hit it again. Then hit it a third time - a tremendous whack.
--Winston Churchill
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I believe the entire Aussie Test Team hove just applied for asylum in the UK in order to avoid certain death...
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Good one
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England have already made enough runs so they should declare the inning, win the game by today end and go for a 4 day paid vacation.
.AK.
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They should have declared when they were 100 ahead and put them in again. Finish the game of in one day. 
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Going from SQL Server to Oracle.
Say goodbye to good tooling.
Say goodbye to civilized (T-)SQL (I think the PL in PL/SQL means Oracle outsourced the language to some cheap Polish labor... (no offence to Polish people)).
Say hello to steep learning curve.
All in all I just miss SQL Server.
Any "surviving Oracle for SQL Server devs" tips or guides? 
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You might ask the oracle... 
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They should've called it Miracle instead.
It's a Miracle anyone can get work done with this crap 
I'm sure it'll get better as I figure this out...
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