Those who insist on interviewing candidates often make worse decisions. Shane Parrish at The Knowledge Project explains:
In the end, participants who were able to interview the students made worse predictions than those who only had access to biographical information. Why? Because the interviews introduced too much noise. They distracted participants with irrelevant information, making them forget the most significant predictive factor: past GPA. Of course, we do not have clear metrics like GPA for jobs. But this study indicates that interviews do not automatically lead to better judgments about a person.
This article contains many additional insights about interviewing. I highly recommend The Knowledge Project Podcast and Farnam Street Blog.
Interviewing for entry-level positions is quite different from interviewing for executive and managerial positions, or for consultative selling positions. GPA is meaningless at that point. For executives and managers I need to know leadership capability; for consultative selling positions I need to know that the candidate actually knows what that means. That is the biggest hurdle, overcoming bad habits learned during decades of selling what your company wants you to sell, instead of selling what the client wants to buy.