Do you agree with asking a candidate to code live in front of you as a means to screen for hiring purposes?
No, I'm really glad that this trend is slowly going away. Live coding is one of the most stressful things there are, and I don't think it truly helps to distinguish a good hire vs a bad hire.
Second, asking algorithm questions only proves how good someone is at memorizing. 99% of us don't need any of these algorithms in our daily work. And if you do, you're only one web search away from a canonical implementation. I'm more interested to see if a candidate is good at figuring things out vs already knows everything.
These days I prefer exercises where the candidate gets to solve a real problem my team has had, or it currentlyhas. For me, the key is to make the interviewee as comfortable as possible, so you can truly evaluate how the day to day is going to be like if you hire her. It's hard, and you need to develop a lot more skills as an interviewer, but I believe it yields better results.