Not a good analogy. You can design interviews and measure outcomes. The goal is not to eliminate coding if it is relevant for the position, you need to do it right. There are people who spend their life designing and validating tests, don't ask a busy engineer to wing it. Companies could use an unbiased computer-based test as a first pass. This way, candidates can prepare and feel they are getting a fair chance. In the second pass the interviewer can focus on higher level problems and soft skills.