If you come to an interview with the expectation that the candidate is lying on their resume, then that seems like a difficult foundation from which to build a relationship.

In my experience interviewing many candidates for junior and senior roles, treating them first and foremost like a professional is key to establishing trust. As a benefit, you end up with a much more interesting conversation about technical tradeoffs & prior experience.

For candidates that did lie - which tends to be rare if they've reached the interview - the conversation breaks down pretty quickly around technical topics. You can sniff them out without ever having to ask them to implement fizzbuzz or do a depth-first search.