This was all about 10 years ago and it definitely lifted some of the trends with interviewing at places like Microsoft, Google, etc. There were 3 areas; technical, personality, and critical thinking. The criticism I noticed from interviewees grew further down that list. The job involved user support, which was the personality portion (it wasn't just "team fit"). Critical thinking had some of those abstract, problem solving questions tech companies were notorious for, but also had a mix of actual issues encountered.

Here's my defense for the critical thinking questions since I know it's a contentious topic here; I'm evaluating how they asses and troubleshoot something. Often, actual technical problems get caught up in the minutia or domain specific parts. So abstracting it and even removing all of the tech keeps people from getting hung up on that. I hate "trick" questions, but sometimes would ask one to see if they were thinking towards optimization or non-traditional. It's actually deflating if they already know the answer. I never cared if they got a result, I'd often move on if it took too long.

I felt the most criticism towards the technical questions. Many of them were more technical than really ever came up on the job. I think it's good to find the limits of a candidate's knowledge, but not ding them for it. An example would be doing stuff with pointers when the job is 100% in a scripting language. Sure, ask them if they know the basics of pointers, sure maybe once in 5 years they'll troubleshoot a bug that might need obscure knowledge, but I would hope that would get triaged and passed around instead of expecting everyone to deal with the 1% case.