Maybe, but my mantra is a mix. I use standard technical questions ect. to weed out candidates that cannot do the job - I try to stay general such that I see problem solving, rather than certification. Then I'm left with a pool of people that are real potential hires. After that I'm looking for a learner with the right mindset, and THEN I'm looking for a fit - preferably someone who will complement the team, rather than reinforce what is already working.

Hiring is not an exact science, and what works for me, is probably not working for others.