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A good interview process should be resistant to gaming. For instance, multiple interviews. Multiple people doing the interviewing. Asking the candidate to demonstrate a capacity to do the work.

But, let's say the candidate does successfully game the interview and gets hired. Your company should absolutely use the first N-days of a new hire to check fit. Many I've seen explicitly say the first three or six months is a probationary period. The problem is when companies aren't honest with themselves about making a bad hire (capability or fit) and letting the new hire go.

Particularly for internal job candidates, I highly recommend being direct and saying, "Here's where you're short. Here's what you can work on over the next year or so to get into a better position. It's not a guarantee, but you'll be better prepared." Give them homework.

If a candidate is really and truly interested, they'll follow through on the advice and follow-up on it. That gives you a better candidate to look at for your next req.