Maybe that's just a software developer thing? When we hire technical but not primarily software-developer roles, we focus on the particular role's requirements, and the skillset and experience the candidate is bringing. If this is a product support role, have you done product support? If this is an ops role, have you fielded random "urgent" requests from development teams and recovered bad production deploys? Do we need someone who can get something done ASAP, and as such do they have all the needed skills now, or can we wait while they familiarize themselves with a bunch of new stuff?
I generally ask few technical questions because I'm mostly interested in everything other than your technical knowledge. I can find 50 people who have taken a coding bootcamp and memorized an entire language's inner workings. And I can usually quickly determine how deep your technical knowledge is by throwing stupidly specific questions at you. But I won't know whether you can apply that knowledge in a way that will gel with the team and the requirements of the role.
Which is why most quality candidates come from personal referrals. If you want to get a good job, develop good working relationships.
I generally ask few technical questions because I'm mostly interested in everything other than your technical knowledge. I can find 50 people who have taken a coding bootcamp and memorized an entire language's inner workings. And I can usually quickly determine how deep your technical knowledge is by throwing stupidly specific questions at you. But I won't know whether you can apply that knowledge in a way that will gel with the team and the requirements of the role.
Which is why most quality candidates come from personal referrals. If you want to get a good job, develop good working relationships.