Thinking back to some of my best interviews - both how I performed as a candidate, an interviewer, or the individuals involved on both sides - I always find the white-board process as a central piece of success.
That is to say - I find that candidates, myself included, perform a lot better in explaining their thoughts and navigating complex problems when they can illustrate their thinking. Additionally, many algorithm problems that require being solved in less than 30 minutes are made significantly more doable if a candidate considers drawing it out (such as Best Time to Buy and Sell Stock).
And doesn't this make sense? We often were told by mentors, or tell our juniors, "Try writing a problem out first. Even before psuedocoding - take a pen and paper and really map out your thinking."
With that said, I find that none of my colleagues, as interviewees or interviewers, are doing technical interviews with the actual white boarding process. Given our circumstances of remote life, that's obvious. I can't help but digress and wonder what kind of candidates are being left behind because they aren't given the white boarding opportunity many of us were afforded just two years ago.
So - how do we whiteboard without the actual whiteboard? How do we make sure to give all candidates a fair opportunity and not leave behind those who would be great hires had they been given the chance to draw out their solution?