As a potential candidate, all of the standard complaints ring true - but once you're on the other side of the equation, and need to hire people... your ability to create new interviews is not nearly as wide or as clear as it would seem from the outside.

1) Take home test: OK for performance metrics, bad for "getting to know" the candidate, and terrible for selling the candidate on your company

2) Daylong interview: Expensive, requires interrupting our team, needs a fully planned and well executed itinerary - but is perfect for getting to know someone, getting the feel for their personality and interests, and is the best way to sell someone on the opportunity.

3) Work sample: we usually do this for interns[1] and pair it with a ~1 hour conversation (either before or after, doesn't really matter to us) on what the company is like and what they would be working on. Obviously, work samples suffer from the same deficiencies as a take home test for cultural fit and the like, but it's the best we can do for interns!

[1] https://gastrograph.com/blogs/gastronexus/interviewing-data-...