with fraudulent resume, fraudulent credentials and sometimes fraudulent identity.
As a technical recruiter with no experience in coding, it has always been traditional to pass along candidates that look good on paper after an initial HR screen for a tech interview with a stakeholder. Trouble started coming when individuals would share tech interview questions on online pages particular to either international sites or user groups. The answers were there too. I have used some usual introduction type questions that a tech may use as a foundation for the rest of the interview at times. Agencies would ask those they referred for the questions and they would coach the next interviewees on how to answer. My 'favorite' one was having someone on a speaker phone where another person was answering the question in the background in a foreign language. The first time it seemed only a coincidence, after the third and then fourth answer it was an obvious ruse. I ended the call. I get helping people and attempting to get them in the door, however, when it is used when the inexperienced coder gets through the door, especially from some international areas, then their fellow country folk tend to cover for them until they are found out. If only we in the US and Europe would cover for each other this way. Anyway, I agree that the tech interview will go away in some form or another. I like the idea of a test, however, it must be valid and then also the set of questions should be fluid and change often, although validated. I mean by this that the test should have multiple questions that would be randomly asked so that someone could not coach someone else through the q and a. My other favorite by the way was when engaging an agency of someone I knew well and actually trusted not to share information with candidates, went so far as to share questions that I asked and the person copied and pasted the answer verbatim from the original source. What were they thinking???