Here the article suggests "Hiring processes should focus on problem-solving, collaboration, and growth in relevant areas". Ok, but how? Problem solving is typically tested using puzzles of some kind, like... coding challenges, but apparently, it isn't the right way, so what is the right way? And how do you test collaboration before hiring? The hiring process is competitive by nature. As for growth, again, hard to test in advance.
Suggestions I have seen are:
- Interviews: great in theory, but some people are great at bullshitting, others are competent but just don't do well in interviews
- Open source contributions and past projects: great if you worked for companies doing open source before, not great if your past work is confidential
- Assignments: Hopefully paid, but in any case, very time consuming
- Puzzles, IQ tests, school-like knowledge tests, ...: like coding challenges, but worse
- Probation period: hiring someone just to fire him a week later is not great for morale
- Dice rolls: maybe worth considering
Coding challenges have a number of advantages. They are unbiased with regard to age, race, gender, religion, etc... They test a skill that is at least related to the job. They can be done remotely and don't have to take that long. Whatever replace coding challenges should meet these criteria too.