I've hired, at several places, more than a few people who were fooling me with their sales skills. More often I work at a place where we do multiple interviews -- some "technical" in the sense that it's talking about tech, and some "technical" in the specific sense of asking a programming question with a verifiable answer (i.e. run the program, see if it works.)
Frequently people do well on the technical-not-actually-coding portions and very badly on the please-write-code portions. That is, if we didn't ask the specific coding questions, we'd be hiring people they disqualify.
At those places we less frequently hire people that just can't code -- though I've been around for that too, usually when we look at a resume and say, "oh, we don't need a coding test for him, he's been writing important code for years in a way where he couldn't hide lack of ability."
It would appear that a resume is a poor way to verify that.
Frequently people do well on the technical-not-actually-coding portions and very badly on the please-write-code portions. That is, if we didn't ask the specific coding questions, we'd be hiring people they disqualify.
At those places we less frequently hire people that just can't code -- though I've been around for that too, usually when we look at a resume and say, "oh, we don't need a coding test for him, he's been writing important code for years in a way where he couldn't hide lack of ability."
It would appear that a resume is a poor way to verify that.