When I first tried to get a job, I listed three categories of skills: the ones I'm very confident in, the ones I have some experience with, and the niche ones I only dabbled in. The overwhelming advice, from everyone around me, was to never-ever admit that I'm not perfect at something. I found it perplexing, but after a decade or so, I started having to read resumes, and, indeed, I found almost nobody ever admitting they're not an absolute wizard at everything they put on their resumes. Before starting work at a company, I had this naive idea that HR and candidates are there to
help each other, and that approaching it with honesty and goodwill is how it should work. Needless to say, it
doesn't work that way
at all - on both ends. I'm honestly frightened that I will maybe have to go through the hiring process again at some point, especially since my career turned adult and now my "years of experience" are a dead weight of "you're just old"... The whole process is so antagonistic, so brutal and stressful, that I can see myself going full YOLO and just spamming AI-slop resumes until I get an interview, in which - I want to believe - I'll be able to actually say something about myself and, hopefully, convince the interviewer that I can do the job. I know that would have made the whole situation a bit worse (and I'm sorry if I end up resorting to strategies like that), but the emotional burden of dealing with the "hiring process" before an actual face-to-face talk is so great I don't think I could bear it for long.
> Whatever the reason, it's very easy to assert a candidate competency with a 30 minutes to an hour interview in person.
It's not always that easy. Yes; there's a fraction of programmers who cannot code, and yes, it's usually possible to tell them apart with a FizzBuzz-style question. However, the vast majority will have some skill, and testing the limits of that skill (again, assuming we can't just expect the candidate to ever say "no, I'm weak in this-or-that area") in a limited time of an interview is hard at least on two counts: misunderstandings/communication problems instead of skill problems, and the need to wrap the obviously confrontational (instead of cooperative; it would be the latter if we could be honest with each other, but that's a pipe dream) process into something that doesn't look confrontational on the surface. It's indeed a "hiring theatre", and you need pretty solid acting skills and some psychology to pull it off as an interviewer. Of course, very few interviewers have the required combination of knowledge and skill; in effect, over the past year, I was able to form an opinion (good or bad, but at least an informed one) about the candidate's skills maybe half the time. In the other 50% of cases, I just couldn't pry any info about the actual skills from a candidate. It's like they're saying: "hire me if you want to see my cards" - and honestly, I can't even blame them too much! We're not exactly perfectly honest from our side, either, in the end...
Basically, I dread the possibility of being subjected to what has become the prevailing model of hiring in tech; I don't think I have it in me to either game the system or get good at using it, so the only thing I can count on is just dumb luck: that, at the exact time I will need it, some company will show up and either come to me directly, or will have both the process and people staffing it compatible with me by chance. If not that, I don't see myself ever getting hired again.