I've been rejected enough to eventually learn all these. Then finally when I got hired, questions were the very basic define static, inheritance etc.

I knew it was a matter of numbers and should not mind the devastating feeling of rejection. But damn, you can never know how it feels experiencing tons of rejection until you do.

Here's the thing tho': my CV is honest and my track record is pretty good: some small companies and some name-brand, well respected in their industries, known for probing interviews, over about 20 years. There may be some bad actors in the global candidate pool. But seriously, asking me these questions is like tearing my CV up in front of me and calling me a liar to my face.

I am not in the market right now and hope not to be for a good while, but I dream of being asked a stupid whiteboard question, solving it, then throwing the board eraser at the interviewer's head and walking out...

Given how Da Vinchi had a resume its amazing we still use them. (His was better thoigh, it had his name and address, dates he worked for people and their names and address)

I wouldn't go that far. It still weeds out the honest-but-unqualified with minimal effort - it's basically a good early filter. This actually works for the candidate too - how much would it suck to 6 hours of interviews and then get told you don't have the right degree or some such?

Just skip them and ask interesting and difficult ones.

If a company cannot be flexible and reasonable enough to skip basic questions it's a bit of a red flag.

I've been having to give some interviews lately (though unfortunately they have to be within 'process') and my basic question is to write some code (with a computer) that outputs the endpoints of a line segment which bisects a plane between two input control points. (I give all the equations needed and the code is done within an application already set up.) It's still managed to trip up some people with experience who seemingly don't have the concept of representing a line mathematically (BS or MS in Physics, how?). We also tested it on intern candidates under shorter time constraints and a couple internal people, they did much better, I think all but one actually got the basic line done within half an hour even if edge cases remained. If we're given longer time constraints the problem and application framework scales to more interesting subjects like generating n-point voronoi diagrams and their applications, but we haven't gotten there with anyone yet...

I've interviewed many candidates. It happens to find people that cannot code at all.

Yet, one does not propose trivial coding challenges like FizzBuzz. Very little is gained from finding out that a senior developer can do FizzBuzz and then fails at any more complex coding. You simply go for more complex questions straight away.

I mean if you were at a party and some guy came up to you chatting, claiming to be a senior whatever at BigTechCo, you'd start chatting him up and you could tell if he was full of BS pretty quickly.

Hire using NN days contract-to-perm. Make the permanent offers after NN days.