>> That would defeat the point of fizzbuzz in the first place.
That's precisely my point.
If your selection process includes fizzbuzz then your selection process is ineffective.
That's precisely my point.
If your selection process includes fizzbuzz then your selection process is ineffective.
There are many, many approaches that will also filter them out, but the point of fizzbuzz is to do it immediately without wasting a lot of time of your engineers on candidates that can and should be discarded within five minutes.
Both of those examples have rigorous training requirements before it's even legal to call yourself one and even then they still have some level of fraud.
Anyone can call themselves a programmer and the only real world requirement is being able to program.