This topic is well-aligned with much of the work we've been doing, so I thought I'd chime in.
My previous company built software to help Fortune 500 companies hire more effectively, but I quickly learned that there are very few or no effective solutions for smaller businesses/startups with job openings that they need to fill.
Hiring a new employee is hard to do well, especially for small businesses, where it's a make-or-break decision; so we created ClearFit as an online hiring tool for the small business market. We want to help reduce the risk that's inherent to business growth.
We've tried to build our solution to make hiring the best person easy: matching people and employers using experience and personality, which is the most valid predictor of job success (assuming the basic hard skills requirements are met).
Feedback from early users was very similar to what I've been reading in these posts: there's real desire for a solution that can (i) find candidates, (ii) identify the best ones, based on how well they fit the personality and experience requirements, (iii) to be able to tell when candidates are stretching the truth/lying, and (iv) revealing the most critical interview questions that are specific/personalized for each candidate. So that's what we built.
The solution wasn't built for hard-core tech skills evaluation, but it's really good at finding the cultural/job fit in potential employees. With that said, we still have a few companies using it to hire for technical roles.
I'm posting here because I'm interested in what feedback the group may have. Remember that we want to keep our tool simple and we're not cool with adding lots of features (a la 37signals' philosophy).
If you want to try it, you can be my guest and try it for free to see if it works for you: http://clearfit.com/hiring-tool
I'm interested in any suggestions/feedback that any of you may have.