Maybe this is a dumb disqualifying example, but if you’re hiring someone who has worked for the government for the last 20 years on classified projects, this whole method has to be thrown out the window.
OTOH, I'd hate to be in a position where I had to think carefully about every aspect of that stuff during an interview. Even if nobody noticed an inadvertent classified spill, it could still suck.
I definitely empathize with your perspective. Simultaneously, I can also see how it would be most ideally fair to candidates to have some method of evaluating them without relying on intimate details of recent job experience.
E.g., let’s pretend that Steve Wozniak took 5 years off to raise children, are you going to pass him up because he has no job experience from the last 5 years? You’d be well within your rights to, but as a hiring manager I want to choose the best candidate, not the candidate with the best resume.