Here is how I did this. I wrote out 10 lines of code, and I intentionally coded an error in it. I asked the applicants to tell me what was wrong with it. One guy got it right, one guy didn't. The guy who didn't get it correct had a 3 page crammed-packed resume. The guy who got it right had a much simpler resume. I think the value is listening to the candidate talk himself through his thought process and how he thinks about problem solving. We hired the guy who got it right, not because he got the test correct, he was a better fit for other reasons. Even the guy who got it wrong had a decent problem solving approach, so based on how he reasoned through it was sound.
