Hi Bryan,
No offence taken by any of us, I'm sure. It's an unfortunate fact that our industry has a number of... dodgy providers.
In any case, our process is quite similar to Danny in that we use a 2 stage interview process and a test.
Ours is broken into 2 parts. A very short phone interview to cover the boring old cliche questions like "why did you leave your last job?" and " what are you looking for from this role?" I'll also throw in a bit of a qualifying question that could raise some obvious red flags so I can filter out the ones that just aren't going to work out. This saves my time and, more importantly, saves their time and travel costs. If they're out of work, the last thing they need is to be travelling to an interview they just aren't right for.
For those that make it past this step, they're invited in for a face to face interview. This one is about getting to know who they are; no technical questions. This gives me a solid indication of whether or not they'll be a good cultural fit for our team (very important to us here!) and if this seems fine, they're asked to complete a 10-question test which should take about 5 - 10 minutes.
It asks basic questions that anyone with the experience required for the role will almost roll their eyes at because it's so easy - "what is the purpose of a page title and where is the average user likely to see it most?" - that type of thing.
All of this lets me know what sort of technical ability they have, how well they can communicate, what sort of person they are, what they're looking to achieve and whether or not they can articulate answers to basic questions under a bit of pressure.
Then, if we end up with 2 candidates who seem evenly matched in every way, we arrange a Mortal Kombat style fight to the death.
Seriously though, being ecommerce, if you do go this route make sure you include specific questions about SEO for ecommerce. They can fall under a few different rules as far as how they should be set out, how to deal with potential content duplication etc.