Why would that be the only other option? That's exactly the same kind of hoop-jumping, perhaps even a little more honest.
This is exactly what I was talking about above. The solution for a known-to-be-broken system isn't another known-to-be-broken one, and it isn't keeping the broken system because it's already in place.
Development isn't about rote memorisation or slavishly repeating past mistakes. Knowing the Voight-Kampff algorithm doesn't make you a good developer, nor does claiming 20 years of experience with a decade-old technology, nor does being the CEO's nephew. All of those things provide (at best) a totally irrelevant signal.
What if we used better methods? Ones that actually assessed and evaluated the skills/traits necessary to do the job well? Ones that couldn't be gamed as easily by "grinding". I'm not saying there's globally-applicable silver bullet just waiting to go, but there are definitely avenues to explore.
One process I went through quite recently asked me to bring along a single line of code I'd written - any language, any project. Then we had a conversation about it: what it actually did, how it fitted into its context, why I'd written it like that. It provided me with an opportunity to show my understanding, and for the interviewer to probe particular areas they were focused on. I enjoyed the process, and I could see how it was providing relevant information to them.
Again, it's an imperfect process, but I think there's potentially a lot of mileage in 'talking to developers' when hiring them, with any number of different twists. At the very least, we should be experimenting and trying to find a fit-for-purpose process.