The interview is like the CV - a part of the recruiting process which is easy to criticise / hard to defend, yet unexplainably persistent in our hiring process. I have a theory that we interview less to assess performance potential of the candidate, and more to ensure that team mates performance won’t be compromised by the potential incomer - it’s a ritual of in-grouping basically. Anyways,
this post lays out the problems of interviews and how you get improve your hiring outcomes by diversifying away from it.