Re, "Experienced HR Manager..." Please provide a couple of questions you would ask. Thank you.

I would not ask #3. It's a pointless question and I can't see anyone giving an intelligent answer. If I were asked this question in an interview, I would think it strange. Hard to believe these questions are the best. Who made that determination?

Several of these questions are presumably ideal for discerning a candidates overall work ethic, motivations and behavioral tendencies. However, I am surprised to have not seen a question that would readily reveal whether the candidate can actually produce the measureable, tangible end-results required of the position.
How about Lou Adler's outstanding, and now-famous, 'The One Question Interview' question, designed to explore ability to actually produce the work:"What is your most significant professional achievement and why?"

Re, "Experienced HR Manager..." Please provide a couple of questions you would ask. Thank you.

When I saw the email, I was excited. I am always looking for more questions, new question, better questions. When I read the questions, I agree with the experienced HR Mgr- these are the best questions? Yikes!

It looks to me as though many of these interview questions were thought up solely for the purpose of entertainment and humiliation. I am guessing that the ones who make the biggest fool of themselves will be the most remembered. We need more job specific questions that are more aligned with the position and the Company's mission...

I would be wary of #2 or at least preface it by explaining I was looking for industry specific information.

This could definitely be a case of TMI (too much information)!

If any of us were confronted with many of these questions in an interview, I believe we would be hard pressed to come up with intelligent answers on the spot. As interviewers, it's much easier to think of all the intelligent answers we would have because we've had the luxury of time to really consider our reponses. Perhaps a better strategy would be to give prospective employees these questions in advance of the interview so they could come up with thoughtful and meaningful responses rather than off-the-cuff answers. This would also allow the employer to better discern the prospective employee's depth of character and intelligence.

Considering #3 since so many people don't seem to have an answer, I think my answer would start with something like.... "Ideally I wouldn't have to worry about leaving the company, at least not any time soon. But if I found there was no longer room for personal or professional growth, then I might consider an opportunity that would allow me to do so."

I would not ask #3. It's a pointless question and I can't see anyone giving an intelligent answer. If I were asked this question in an interview, I would think it strange. Hard to believe these questions are the best. Who made that determination?

There is an an additional quality one can find from asking #9. You can tell how willing they are to be coached or corrected and how open they are to hear things about their productivity they may not have considered on their own.

Several of these questions are presumably ideal for discerning a candidates overall work ethic, motivations and behavioral tendencies. However, I am surprised to have not seen a question that would readily reveal whether the candidate can actually produce the measureable, tangible end-results required of the position.
How about Lou Adler's outstanding, and now-famous, 'The One Question Interview' question, designed to explore ability to actually produce the work:"What is your most significant professional achievement and why?"

How do you answer #3? I'd go with: I can't think of any specifics right now, however, after you hire me, I'll let you know. Or, better: When the sandbox becomes a litter box. I've written about this phenomenon in the past, therefore I won't go into details here.