I think in addition to the measures he says, if you're hiring for a web position, it's good to make sure they understand how the stuff they're using functions. If they don't have a good grasp of how http works / url parameters / that kind of thing, then they can have some nice looking code which seems to work, but has faulty assumptions that can be security and bug nightmares down the road.
Of course, you could always take smart people and train them - but seriously, who does that anymore?
I've never actually seen that happen. This is what happens:
1) Large companies will import H1Bs and/or open development offices in India and similar.
2) Startups will have the founders learn to code (this often ends well), or they will outsource the development work (this often ends badly).
3) Companies will hang outside universities at graduation/trade shows and try to grab promising students (this is mainly restricted to top tier universities)
You may have good examples of it happening though?
We hire folks who have either a CompSci background or "skillz". If you can walk the walk a piece of paper is just signaling.
At 2600hz we have folks with Masters Degrees and folks who learned to code the hard way, but it's important to understand that it's easier to start with a foundation and build than it is to start from scratch. That being said, old habits die hard and it can be difficult to unlearn them.
Ultimately, referrals are almost always the best source of candidates. The best way to interview is with a conversation. You can learn just about everything you want to know if you ask the right questions.
Of course, you could always take smart people and train them - but seriously, who does that anymore?
The sad truth about this is that I think many companies are afraid an employee will leave shortly after receiving training. They fear that a competitor will entice away the employee without incurring the training cost. Of course, one way to avoid this is to make the work environment desirable enough so that no one wants to leave but that takes effort.
This imply that the job market has given in to the consumerism habit of the rest of society. We all want to have everything right now, but the gratification of earning last longer with learning than with "being given". If that all makes sense.
Hiring smart people and training them is definitely more of an Ops route than it is a development route. That's how I got my job as a Linux admin, I worked in tech support and learned a bunch then got promoted. I was already ahead of the curve anyway, but I was definitely not qualified to be an admin before my stint in tech support.
Of course, you could always take smart people and train them - but seriously, who does that anymore?