The meta-question is, "Do you have the social savvy to give the conventional answers when being judged by someone who doesn't know what he is taking about?"
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Definitely not an idea way of getting candidates - you are selecting for people who know how to manipulate screens (and thus increasing the risk of getting a bad candidate), or rejecting otherwise knowledgeable people who just don't have the time/inclination/"social savvy" to pretend to be stupid.
If you can't figure out that the first person who's interviewing you has answers on a sheet of paper and you're supposed to parrot them until you get to the second person, how are you ever going to figure out that the first person you're selling to has some business requirements on a sheet of paper and you'll never get to the second person until you parrot those?
"Oh, we're not actually using Docker, we're using rkt, which is a compatible reimplementation of --" "I'm sorry, I've been told Docker is a requirement. We can't use your Cuber Netty thing until you support it. Bye!"
EDIT: To add to this, I've seen this tactic before on an interview. Interviewer asked me a pretty softball technical question, I nailed it, and then he said, "No, you're wrong, it's [OBVIOUSLY INCORRECT ANSWER]." He was clearly trying to gauge how well I handle someone who thinks they know what they are talking about, but actually do not--which can a surprisingly large number of people in the office.
Recruiters do reject candidates and create false negative situations when it comes to positions that have a lot of candidates and very few openings. For Google, that would be every position, especially engineering.