I wish I could agree more with more upvotes. One of the most important factors IMHO when hiring people is their personality and ability to work with the team. A battery of quiz, psych and trivia questions does little to reveal anything related to that other than what a person's stress tolerances are.
I usually just interview as a conversation. Likely I'm going to have to be able to talk to this person regularly anyways. Once that happens, they relax and I've found that their background claims tend to be far more realistic, more willing to point out their faults, and yet still have plenty of ability to discuss deep technical questions as well. But now it's not 20 questions it's "can you whiteboard the architecture of that project your were mentioning a few minutes ago?" And then use that as a point of discussion, e.g. "well why did you do it this way vs. this way?" They should be able to provide a reasonable answer.
Really what most employers want is somebody who's able to think deeply, justify their own thought process, demonstrate the ability to research and general technical acumen. Most likely their technical history won't be a 1:1 match for what your company does anyway, so they'll simply have to learn a number of new languages or development metaphors, use cases, architectures etc.
I usually just interview as a conversation. Likely I'm going to have to be able to talk to this person regularly anyways. Once that happens, they relax and I've found that their background claims tend to be far more realistic, more willing to point out their faults, and yet still have plenty of ability to discuss deep technical questions as well. But now it's not 20 questions it's "can you whiteboard the architecture of that project your were mentioning a few minutes ago?" And then use that as a point of discussion, e.g. "well why did you do it this way vs. this way?" They should be able to provide a reasonable answer.
Really what most employers want is somebody who's able to think deeply, justify their own thought process, demonstrate the ability to research and general technical acumen. Most likely their technical history won't be a 1:1 match for what your company does anyway, so they'll simply have to learn a number of new languages or development metaphors, use cases, architectures etc.