Being on the technical interviewer side of the table it was a bit disconcerting to see people get to me who really should have been filtered out at an earlier stage. Still, for the type of lies that are most damaging, I still ask the question "what's the easiest way to uncover the lie?" Hence, FizzBuzz and FizzBuzz style questions work just fine if the lie is "can program". Why stress people out with trivia quizzes on language minutia or implementations of algorithms that CS students usually get at least a week to do (or typically never do)? Why let a too-strong fear of a lying false positive, which isn't that hard to deal with as a big company, become a strong false negative filter negatively selecting for types of experienced candidates you might want who won't put up with your clown nose "everyone is doing it" rituals? It's also easier to grade if you keep things relatively simple.
I have to do a little more to satisfy the process, of course, but I'd be more satisfied if more interviewers didn't just accept the process (as you kind of have to do as an interviewee if you want certain jobs) and continuously asked themselves how they can make things better within their own influence. I could only throw up my hands and sigh when a coworker asked me for interviewer advice, we had a big discussion about interviews, and in the end he just grabbed a random problem off some interview problems site that he hadn't even tested if he could solve himself in the time limit and gave that.
You might be a bit optimistic here: it's not always easy to deal with "lying false positives". Depending on the
legislation it may be difficult to fire somebody, and involve going to court, sometimes going on over several years.
Vindictive personalities may engage in sabotaging the company, the team, their (former) co-workers, as
a retaliation for being fired.
(Anecdote: I have witnessed all of the above in my work.)
Summary: the cost of a false positive almost always outweighs the cost of a false negative.
I don't think there's any state in the US where lying on your resume/CV is not legal grounds for immediate termination.
And any company that has thought about their hiring process for more than 30 minutes will have a probationary period of 30 or 60 days or so, after which employment can be terminated if the employee is not able to do the work.
Are you not in the US? I've never ever come across such a thing - probably because US companies can theoretically fire you on the spot for almost any reason except specifically disallowed discrimination, and most definitely for being unable to do the work.
I have to do a little more to satisfy the process, of course, but I'd be more satisfied if more interviewers didn't just accept the process (as you kind of have to do as an interviewee if you want certain jobs) and continuously asked themselves how they can make things better within their own influence. I could only throw up my hands and sigh when a coworker asked me for interviewer advice, we had a big discussion about interviews, and in the end he just grabbed a random problem off some interview problems site that he hadn't even tested if he could solve himself in the time limit and gave that.