Along with what the sibling said, I'm not interested in tricks and puzzles, but I am interested in how people take in and handle new information. I'm not going to pretend like my job is bleeding edge or remotely novel tech. I do CRUD with SQL.

It's impossible for anyone to be an expert in every application that my team handles. The key for us is that we try to keep our applications relatively simple with how data moves from point to point. Orienting yourself with new environments and applications significantly increases productivity here. It's always good to have people who can recognize and apply logic to patterns, but knowing how to ask questions is important. It isn't about the "gotchas". It's about what happens after the person is stuck. We try to make sure our applicants can make some assumption or ask clarifying questions about ambiguous portions.

Being able to implement a solution after having already been shown how to do it is sufficient for many roles. But not all. Some roles require that you are also able to figure out solutions to problems you have never seen before.

If your company requires only the former that's fine. But if you also require the latter, that's fine too and it's ok to test for it in your interviews.

If a company generally requires candidates to be overqualified for their intended role, that's a bit dumb. But I imagine that such a problem would eventually be fixed by the free market (supply of workers at various qualification levels vs. demand for said qualifications).

> Your candidates show that after learning how to solve a problem

The way I read it, they’ve shown they can learn the solution to a problem.

It’s like asking ”what’s 43 × 57?”, getting “2451” as a reply and, from there, assuming they’ll be able to calculate ”42 × 58” or “41 × 59”, too. If they memorized just “43 × 57 = 4251”, that conclusion may be (and likely is; most people who know how to multiply won’t memorize such products) incorrect.

"Your candidates show that after learning how to solve a problem, they can demonstrate they're able to solve it."

The parent of your post is talking about a situation where they've demonstrated they've memorized a solution to a particular problem, not that they can solve it. And that it was the wrong solution, which they didn't notice. It's that last bit in particular, combined with not being able to adapt or create a solution for the actual problem, that is the hard fail.

I can't imagine my personal interview questions & style are common enough to have shown up on any of these sites, but I have personally witnessed two people (out of a few dozen) who knew only and exactly what was on their school curriculum, but were completely incapable of stepping outside of it. I come at interviews from the point of view that I'm trying to discover what they can do, not what they can't, so when I say that, bear in mind that I didn't hand them a problem and smugly watch them fail for 30 minutes, I actively tried to formulate a problem they could solve and failed. I've also witnessed someone persistently applying a book solution that was the wrong solution to the problem. Perfect depth-first search, but it should have been breadth-first, they couldn't seem to understand my explanation of that, and they shouldn't have put it in a tree in the first place. (It would have worked if the correct search was applied but it was massive overkill. It was something like finding a substring in a string... yes, you can represent that as a tree problem, but you're only making things worse.) They nailed the definition of graph and basically just wrote out the depth-first algorithm as quickly as they could write... but it was wrong, and the moment they stepped off the path they were completely lost.

I also don't do brainteasers like this, I focus a lot more on very practical things, so we're talking more like "failing to write code that can take the string 'abcd,efg' and split it on the comma without hardcoding sizes, either handwritten or by calling library code". I really want to start an interview on some kind of success but every once in a while a candidate gets through that I simply can't find the place to start building successes on at all.

(You have to remember the "evaporative cooling" effect when reading about interview stories. Of the good candidates that even go through an interview process, they do one round of interviews and get snapped up immediately. People who have good-looking resumes but, alas, graduated with insufficient actual skills, interview over and over again. The end result is the average interviwee, anywhere, is not very good. One of the preceding interviews I'm referring to emotionally wrecked my day, I felt that bad for someone who had clearly put in immense amounts of (all the wrong kinds of) work but I couldn't even remotely hire. But there's nothing I could do about it.)

I should also mention I run a style of interview where if I ask you a question and you blast it out of the park in a few seconds, great, you (metaphorically) get full points and then I move on to the next harder variant on it. And I can always make up a harder variant of something we can talk about for an hour or two. If I can't find something you can't blast out of the park in an hour or two, well, unless you're completely insufferable or your salary expectations are something I can't meet, expect the offer shortly. But what you'll be "blasting out of the park" will be something like a full round-trip delivery of a service with code-as-infrastructure and a database and user logins and a solid security design and so on and so on, not solutions to Project Euler problems.