I have some experience from the "other side" of the interview table that might offer some insight. Or might not.
Some years ago and at least five or six employers ago, I used to be the HR programmer liaison for my company because the HR department knew they weren't qualified to determine the suitability of programmer candidates. I used to ask questions like that, but I actually didn't care if anything they wrote ran or was excruciatingly correct. I wanted to see who would try to bamboozle me. You would (or maybe wouldn't) be surprised at the silly answers I got.
I told them up front that I was on a fishing expedition to try to identify what they knew and what they didn't. I warned them that my questions were probably not what they expected, and I even told them that I was more interested in their approach than actual results. But the ones who didn't listen and who protested the questions were the ones who told me exactly what I needed to know ahead of time. The ones who said, "I didn't study that in school, but I can look it up in a library if it becomes necessary" were the ones who got the job. They admitted their limitations and didn't try to "blow smoke" as the phrase goes.
I'm not saying that is what happened to you, DCrake, but I remember folks saying that my interview was the toughest one they ever had to take. Many folks admitted that I scared them. The ones that got hired were told exactly why they were hired - mostly because they didn't try to lie and claim an ability they didn't have. It was their honesty in admitting their abilities that convinced us.
In fact, one of my real success stories was a young woman who came to the US from Taiwan. In her home, she was a student of cooking and home economics. She wanted to change careers and took some computer courses to support that change. I gave her my usual interview and fished around. She was one who walked out thinking, "Oh what a mistake I made coming here, I'll never get a job in programming."
I surprised her (and a lot of others) because I recommended her for immediate hire. Why? Because she didn't have a portfolio of programs. Instead, she showed us a book she had co-authored on the subject of Imperial Chinese Cuisine, essentially recipes from historical times. She showed diligence, meticulous attention to detail, a good approach to explaining what needed to be done in a formulaic way, and the ability to finish a daunting project. Who wouldn't want such a person on their team?
Over thirty years later, she is still in the business and is now a manager of her own group. And a friend.