I'm curious what info you derive from "watching someone code". I've hired a lot of people over the years and found what works best for me is to just talk to t

I'm curious what info you derive from "watching someone code". I've hired a lot of people over the years and found what works best for me is to just talk to them, no coding. But if you're in a screen share and wathicng someone code and watching them make mistakes, type poorly, or sit there thinking with the cursor just blinking isn't this sort of an interpretive performance art that you're trying to then judge objectively? How do you avoid being biased to hiring only people who type fast? (There seems to be this obsession with lines of code per minute to the detriment of effective functionality per week in our industry.)