At Twitter, I believe we did a great job in interviewing. We interviewed in pairs (one talks, one takes notes), we used rubrics to ensure fairness and had lots of checks and balances. Everyone who did interviewing had to do training, shadow and then could participate. Although I wasn't involved in the final decision / offer side of it, I did interview a fair amount of it and even interviewed my new manager a couple of times.
In all those interviews I never ONCE looked at a candidates school / college and certificates or qualifications. We always asked questions to figure out what they could DO, how they worked and their career in the sense of what they wanted and how they learnt from their journey. Evidence of emotional intelligence, learning and curiosity were key, beyond the technical skills.
I still believe that was a great approach.