I completely agree with your last statement and I would like to add that i think any question that can be answered by a 'single' google search provides absolutely no valuable information to the interview process.
Instead, if it's the starting point of a conversation then hell, bring Google into it. Use that topic to figure out if the candidate is someone who converses well, thinks well, googles well, bullshits well, ultimately is it someone your team would want to continue working with.
Contrast that approach to something like FizzBuzz, which really affords no avenues for interesting conversation and the difference becomes apparent.