Resumes are fine, it's really in how you treat them. When I read resumes I generally ignore where people have worked and gone to school and instead look for what they have done. If there's either a good match between the general type of stuff they've done in the past and what the role is, or if there's stuff on there that is interesting enough such that I'd enjoy hearing about it, I give a thumbs up.

When I interview, I tend to spend most of the time asking in depth questions about the projects I find most interesting on the resume. What was easy? What was hard? X sounds like it would be a problem, how did you solve it? What was fun? What was headbangonthewall miserable? Generally this gives a sense as to whether or not there's any bullshitting going on, and gives a sense for whether or not the candidate has a good head for thinking about hard problems.

Finally, I'll ask a few questions to probe for "difficult-to-work-with" red flags and finish with a few fairly easy "technical challenges" that offer opportunity for the candidate to either walk about having solved the problem, or walk away having solved the problem and demonstrated understanding of the solution from top to bottom.