I strongly prefer the Aaron Patzer/"Israeli Airport" technique; walk through someone's entire resume and ask detailed questions (like this one) for each job; an

I strongly prefer the Aaron Patzer/"Israeli Airport" technique; walk through someone's entire resume and ask detailed questions (like this one) for each job; and try to get education and non-work projects captured as well (which really should have been highlighted by the candidate, too, but aren't always). You could actually just go purely chronologically from "earliest memory", but obviously focus on the important areas, and be aware an older candidate might have changed substantially from college-age to present day. Then, work-sample. Although in some cases (screening lots of people), a simple work-sample just as a pre-filter might make sense, particularly if you can administer it remotely/auto-grade/etc. The hiring process has twin goals: not pissing off candidates (hired OR unhired), and hiring the best people you can. Being time-efficient for candidates as well as your own staff helps a lot. Painlessly getting people in or out of the pool before a 6h interview process = win. Having a repeatable, quantitative process also seems very important, although the cases where I had to hire >3 people with a team of >10 all came with someone else's HR process so I couldn't implement too much of this.