About 18 months ago my non-technical Manager of Applications Development asked me to do the technical interviews for a .NET web developer position that needed to be filled. Because I don't believe in white board interviewing (that's another rant), but I do need to see if the prospective dev can actually code, for the initial interview I prepare a couple of coding problems on paper and ask that they solve them using any language or pseudo code they want. I tell them that after they're done we'll discuss their thought process. While they work the other interviewing dev and I silently do our own stuff.

About half way through the first round of technical interviews the aforementioned manager insisted we interview a dev from his previous company. This guy was top notch. Excellent. Will fit right in.

The manager's applicant comes in to interview and after some initial questions about his resume and experience I give him the first programming problem: a straightforward fizzbuzz (http://wiki.c2.com/?FizzBuzzTest). He looked as if the gamesters of Triskelion had dropped him into the arena. He demurs. Comments on the unexpectedness of the request. Explains that he has a little book he usually refers to to help him with such problems (can't make this stuff up). I again offer that he could use any language or pseudo code. We just want to see how he thinks. He decides he will do the fizzbuzz problem in SQL. My co-interviewer and I are surprised at this choice, but recover quickly and tell him to go ahead. Twenty minutes later he hands me a blank piece of paper. Of the 18 or so candidates we interview, he is the only one who cannot write a single line of code or pseudo code.

I receive an email from this applicant a couple of weeks after his interview. He has given the fizzbuzz problem some more thought. He writes that it occurs to him that the code could be placed into a function. That is the culmination of his cogitation over two weeks. We shake our heads and shortly thereafter attend the scheduled meeting to discuss the applicants.

At the meeting the manager asks about his former co-worker. I inartfully, though accurately, tell him that his candidate does not know how to code. He calls me irrational. After the requisite shocked silence of five people​ not knowing how to respond to this outburst we all sing Kumbaya and elect to hire someone else.

Interviews are fraught for both sides of the table. I use Fizzbuzz because if the applicant knows how to code it's an early win in the process and we all need that. And if the applicant can't solve it, cut bait and go home.

Fizzbuzz. Best. Interview. Question. Ever.

So... the company I work started a selective process to hire some interns. Since we had a lot of applications and little time, they created a simple test with coding, theory and interpretation questions (9 questions in total) to filter the best candidates then focus on the better ones.

One of the questions (the only one the candidate would actually code) was asking to write a simple FizzBuzz function. The idea was to check the quality of the code and clever/creative ways to solve the problem.

Turns out ONE of the candidates were able to write the function. So now, this question is not being used to evaluate the quality of the code; instead, it's being used to check if the candidate knows how to code at all.

Such disappointment...

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PS.:
The idea to put this question on the test was heavily based on the arguments of this video: https://youtube.com/watch/...
:)