IMHO and experience, it is rarely, if ever, done correctly. Most of the interview process now is a popularity contest, including how attractive you are, whether or not the team likes you, if you're physically fit, and a bread basket of other criteria that has very little to do with the actual job. And if you have a disability, it can be a dehumanizing and discriminatory process. It reminds me of orchestra selection, and how separating judgement of personal traits of a person (age, race, gender, etc.) from the "interview" process led to more diverse people selected for the orchestra.
Would it be better to move the interview process away from the team and the managers involved, and instead have a separate department do all of the interviewing and hiring? I think that could cut down on the popularity poisoning, but maybe also give people who have a disability but otherwise excellent skill set, a chance.
https://jamesboldin.com/2011/07/27/malcolm-gladwells-blink-p...