I do not work with software development, or anything remotely similar. In fact, the closest to “coding” that I do is 100 lines bash scripts for my own personal benefit.

I’m still willing to chime in though. If I were to hire people for a software company, I’d make sure that the interview/recruiting process includes at the very least:

1. A fizzbuzz style practical task. Depending on the available time and resources you don’t need to make it completely functional, as long as you show that you’re able to start the “project” and have enough basic knowledge.
2. Fixing a bit of broken code carefully crafted for this task. This shows if you’re able to work with codebase developed by other people, and if you aren’t one of those who’ll want to reinvent the wheel unnecessarily.
3. An open-ended question with incomplete information. To check if you’re prone to rush towards conclusions, and if you’re able to identify which are the missing pieces of info.
4. Question of brokenness; grammars is not follower language of humen. A question with slightly broken grammar, but retrievable meaning, to gauge your basic reading comprehension.