No. Your theories are based on the well-known principle that we tend to fairly rapidly imprint on a certain type of candidate as being "good" and then confirm our bias at every opportunity. These people are usually like ourselves in some key way. Because of this your initial biases tend to become fixed in stone no matter how much subsequent experience you get.

In this case your advice is particularly obviously wrong. For example you entirely discount people like me, who grew up in a family that doesn't play sports and who has a mild coordination problem on top of that, would have no chance at such an "interview". However my actual on the job performance has been extremely good.

But you would never consider hiring me so you'll never see that. Nor would I want to work with someone like you because your desire to have people "110% committed" probably blinds you to learning how to properly manage software developers. (I'd be willing to take money on a bet that you're prone to "death march" projects.)

There is one good thing about your strategy. You're selecting for a strong culture which improves the odds of a good cultural fit. But you will only accidentally select people on the basis of actual competence.