Have you ever rejected a candidate or been rejected at interview, not because of job skills but because of interview skills?

- I think its a shame that within software engineering, an industry made up of primarily introverts that our interview processes seem to be designed to select extraverts.

A couple of examples are live coding, and behavioural interview questions.

Some people are better at live coding than others. Does an interview process that includes live coding serve people who are good at that, and punish those who aren’t? - How often do engineers do live coding in a high pressure situation, in their day-to-day job. Hopefully never right?

Behavioural questions - such as “tell me about a time you...” But then end up rejecting or being rejected because there wasn’t a good example, or often a rambling answer.

- Does this serve people who have had lots of interviews recently and have the examples ready to go, and punish those who haven’t interviewed in the last few years?

How do you account for that and hire people who are good at their jobs, rather than good at interviews?

Or is it acceptable good engineers, who are bad at interviews just fall through the net?