When I see the list of questions compiled by ERE Media, I wonder if the interviewer is trying to show off, pretending to be a new Einstein or perhaps practicing for an upcoming stand-up comedy stunt. 

There are many good ones but too many seriously irrelevant in a job interview situation. 

I mean, looks at these examples of insane questions and ask yourself how they could help assess professional experience and predict work behaviour:

What do you worry about? Tell me something you have never told anyone else. If you could be any animal on a carousel, what would you be? If you were stranded on a deserted island, what three things would you have and why?

We often discuss if interviewing is an art or a science Sure, there is art because meeting candidates or applicants calls for insight and creativity. But there is an equal measure of science through the methods, the process and consistency to produce truly accurate and effective results.  

When you prepare your interview questions, do not rely only on the job profile from the hiring manager. You'll get much better information if you first establish what skills and behaviours are essential for the job in question, then design your questions to assess the candidate's profile.  Researchers have attempted to identify which interview strategies can help us choose the best candidate. Research suggests that the job interview captures a wide variety of candidate or applicant attributes. Questions are generally designed to assess the attributes that are specifically relevant to the job.

Behavioural based interview technique, with a few scenario questions added, is by far the global darling of professional executive search firms and corporate talent acquisition experts.