One thing I would say is just talk through problems with candidates as simple as that sounds. Try to grok how they think through software problems. Nothing mind-blowing there, but what I'm saying is how someone codes fizz-buzz tells very little...or to me this is like hiring a driver by taking them out to a parking lot and doing doughnuts. If you can fathom the idea that they can drive a car (at all) it seems like it is much more enlightening to hear about how they organize a schedule, clients they have picked up, problems they have solved...how they react and comment to situations you pose to them,etc. I guess the key here is to do this conversationally, and not like you're grilling them. Or you have to be a good question asker and a good listener..but if you are, or can become one, I 100% believe you can get the information you need in a humane and efficient manner. But even as I type this, I'm wondering if the ability to read people is why this so hard for software interviewers...or maybe it's for lack of that simple skill that our industry has resorted to silly proxies like fizz buzz, etc.