I've had some success with just describing what we're doing and seeing what the candidates ask.

Mind, I work in very small companies and never had to give input for filling 10 positions at once... just one at a time.

I've tried this, but it becomes very hard to justify, with clarity, why it's a yes or no in the feedback, in a way that can be understood well as it passes through all of those up the chain that are involved with hiring.

And, I've also had people speak very well, doing great with the verbal explanation and questions, even good pseudo code, and then be unable to write a simple for loop, of any kind, in any language. These people also often have a resume full of short runs.

So, I structure mine around a, fixed, work related problem that lets me clearly justify the yes/no in a way that upper management can stomach, but then just bias my feedback a bit based on the "personal interpretation" things like what you describe (which I think are usually better indicators).

Also, resumes are 90% fiction, from what I've seen, especially from certain demographics (not allowed to perceive that though). I don't bother believing them or talking about them, unless there's time after.