I think the key here is that if the employer puts zero effort into the technical interview by asking standard basic questions then the whole exercise is worthless.

This, along with the practice of technical testing experienced engineers whose value is both practical knowledge and experience and not graduate level rote learning.

Anyone can memorise a short algorithm — there are hundreds of books with ‘sample answers’. You don’t have to memorise all topics, you just look on review sites, LinkedIn, ask previous interviewees what was asked, etc.

If you have 100 candidates and don’t have ‘time’ to screen or interview them properly then as an employer you’re doing something wrong.