Terms like "Algorithmic interviews" set my teeth on edge; it reeks of marketing scam double-speak.
TALK to them. ASK them questions. SEE if they can verbalize the answer. HAVE the interviewer know something about the topic so they can ask MEANINGFUL and RELEVANT questions.
One of the things I learned about hiring developers back in the '90's was that if a new hire couldn't verbalize the answer to a programming question, it was even less likely they'd be able to code it.
I know in this age of half-tweet TLDR mouth-breathers who freak out "aah, wall of text" that communication skills are at an all-time minimum, but without good communication skills a developer is unlikely to be able to work properly within a group, ask about things they don't know, teach others the things they do know, and properly participate in a proper workplace.
... but right now so many workplaces are utterly banjaxed in this regard as "program managers" push version control software into projects that don't need it, so instead of doing their damned job they can sit there playing Farmville (or whatever fly-by-night Facepuke game is trendy right now) all day.
The biggest problem though is that many 'static' interview techniques -- like "Algorithmic Interviews" are like teaching to the book; you're only testing their memorization skills, not their critical thinking. If I were to use the standard questions you'll find in texts and sources about the subject, it would be as a list of things NOT to ask because dimes to dollars the prospective hire has read and memorized the answers. It's like giving a drug test and letting them pee at home and bring in the cup whenever.
ASK them for examples of their code, ASK them questions directly related to your projects. TALK to them naturally, not off some pre-processed pre-devised off the shelf script!
In other words, TREAT THEM LIKE A PERSON NOT A COG!
Siddarthan Sarumathi Pandian
Full Stack Dev at Agentdesks | Ex Hashnode | Ex Shippable | Ex Altair Engineering