This article is making the issue much more complicated than it needs to be, and is trying to invent fancy buzzwords and nonsense like "candidate experience."

The fundamental problem is that job interviews are traditionally structured in such a way that the candidate is trying out for the position. It has a built in assumption that the candidate wants the job and is trying to convince the company that they are the right person. Thus, interview processes are usually about evaluating the candidate.

Candidate evaluation and filtering is necessary. There are a lot of people out there trying to get hired who are lying and faking their skills. See the people who can't do fizzbuzz. However, the overall situation is that demand for these technical skills far exceeds the supply. That means that when someone passes through your filters, you need to severely limit your evaluation of them. Instead, you need to sell them. The talent has the upper hand. They probably already have a job, and can get one anywhere. If you want them to work for you, you need to be in sales mode, not interview mode.