Looking for strengths isn't the same as lowering the bar. If you have specific requirements, you will maintain those requirements. But, the goal is to push aside weaknesses that don't matter (such as nerves during an interview, or lack of truly unrelated knowledge).

Instead, the goal should be to ensure _qualified_ candidates can demonstrate the strengths they have in meeting your requirements.

So basically, there are two pieces to looking for strengths:

1. Determine which requirements truly matter. Even for highly technical jobs, interview skills are not what makes a successful employee.

2. Find ways for those who meet the bar to demonstrate that fact.

I think most people vastly overestimate the novelty of what they're working on. Most people writing software at Google actually aren't doing more than gluing APIs together on a day to day basis. In that sense it's much more important for them to have a solid understanding of reliable infrastructure and system design than algorithms and data structures. Indeed, this shows in the way they interview for people who aren't new grads.