I have a phrase I like to repeat: How you hire is who you hire.
It's like an reverse "cast a wide net" type of situation, where the net is tiny and full of holes, but there are so many desperate people out there that they still catch enough candidates with it to never question their methods.
For example, "Tell us why we should hire you." The classic closing question. Fair enough. But then I get to ask, "Tell me why I should want to have a career here," should be fair game. It's not.
I've sat through far too many (traditional) interviews where they have a "you need us more than we need you" mindset. Ironic, eh. That's a cultural red flag. Just one example, btw.
Culture matters. And it comes out in how you hire. And that determines who you hire, who you retain, or more importantly don't retain.
> (traditional) interviews where they have a "you need us more than we need you" mindset
That's with coding interviews and such things, if I were to guess?
The thing is that they can do it. It's a buyers market - that is if you consider sellers the people selling their know-how and time for a living.