Are you talking about solely evaluating the technical ability of the candidate? Because that's only part of the equation to making the right hiring choice.
True, but how often are candidates truly rejected because of non-technical abilities? I'd guesstimate that 75% of candidates are rejected because of technical abilities (didn't get design right or algorithm right or coding standard is poor, etc).
Then I must be in the 25% group. I have pretty much failed all non-tech interviews. I have little control over whether I pass them.
I'll give you an example:
1) Several weeks ago, an HN user referred me to a defense contractor position.
2) They asked me about three questions:
2a) "Are you more interested in back, front, or full stack?" (I don't care, but I lean toward full stack)
2b) "Do you think you could pass the background check?" (absolutely)
2c) "Why did you leave your last position?" (it was a contract)
I haven't received a reply since then. There was a similar incident with another referral, where the recruiter deemed me unworthy due to a "lack of Java keywords" on my resume.
The interviewing process is messed up at most companies. I did luck out with a contract (not the defense one mentioned above) position, I did pass their behavioral phone screen, behavioral on-site, and technical on-site. I only did well with them, because there were no recruiters nor HR involved in the process.
If you're wondering about my current situation, I am unemployed.