I am not personally aware of anything like that happening frequently, although I do know that Facebook has previously invested (amongst other things) in evaluating the use of certain types of questions before, with some interesting results.
It sounds like it could be a fairly unreliable indicator. I'm not sure what the interview-to-hire rate is, but there are only a pretty small number of people that are offered positions - and even then sometimes you don't win against a competing offer, or a sudden realisation that they want to stay geographically where they are. So even for the top few percent of interviewers who interview ~100 a year, you might only have 2-6 hires, which isn't really a large enough population to evaluate.
In an interview, the best you can do is try probe talents, skills, and knowledge, but you'll also get a point-in-time view into their current attitudes and beliefs, as well as the possibility for swagger and misdirection (even self-misdirection).
We do look carefully at situations where one or sometimes two people get strongly negative or positive signals while the remainder get strongly in the other direction, in case there is a problem. Most times it has turned out to be valid concerns, and it also helps us give feedback to interviewers on how to write better feedback, how strongly to weight certain traits ("not knowing the name of a particular useful function/method under pressure is reasonable, so let them just use it even if they got the name wrong"), or how to evaluate a particular type of candidate (newly graduated candidates, for example).
It sounds like it could be a fairly unreliable indicator. I'm not sure what the interview-to-hire rate is, but there are only a pretty small number of people that are offered positions - and even then sometimes you don't win against a competing offer, or a sudden realisation that they want to stay geographically where they are. So even for the top few percent of interviewers who interview ~100 a year, you might only have 2-6 hires, which isn't really a large enough population to evaluate.
In an interview, the best you can do is try probe talents, skills, and knowledge, but you'll also get a point-in-time view into their current attitudes and beliefs, as well as the possibility for swagger and misdirection (even self-misdirection).
We do look carefully at situations where one or sometimes two people get strongly negative or positive signals while the remainder get strongly in the other direction, in case there is a problem. Most times it has turned out to be valid concerns, and it also helps us give feedback to interviewers on how to write better feedback, how strongly to weight certain traits ("not knowing the name of a particular useful function/method under pressure is reasonable, so let them just use it even if they got the name wrong"), or how to evaluate a particular type of candidate (newly graduated candidates, for example).