That is a major problem in interviewing. Everyone has their own set of internal guidelines!
I have worked on teams trying to improve our interviewing process, and one key goal was aligning everyone in exactly what technical and personal attributes we were trying to hire for.
In my anecdote, we already had very explicit and rigorous guidelines. We had goals, evaluation requirements, question banks, and more importantly post-interview meetings where all interviewers matched notes and we're tasked with gathering data on topics that overlapped the responsibilities of other interviewers.
Even so, the data structure engineer cracked open Trivial Pursuit on the candidates and wanted to reject him based on one answer alone.
Yup, some people just seem to have a hard time with evaluating candidates fairly rather than by some arbitrary guidelines inside their head.
Of course if you're looking for a software jeopardy contestant maybe memory recall is important, but for the rest of us it is much better to have a good understanding of fundamentals and know where to look when it comes to specifics!
I have worked on teams trying to improve our interviewing process, and one key goal was aligning everyone in exactly what technical and personal attributes we were trying to hire for.