I agree, the latter batch of questions strike me as terrible things to ask.
> What are you trying to figure out about a candidate in an interview? Why do you think your current process does that effectively?
Unless the interviewer is from HR they probably don't know (or care) much about the answers, and unless you're interviewing for a position in HR, knowing the answers won't tell you much about whether to take the position. So why ask at all?
Questions like these are analogous to bike-shedding - asking about what's most visible to you at that moment, rather than about what's important.
You don't think that the company's algorithm for hiring your coworkers tells you much about whether to take the position? That's almost literally the most important thing I know how to find out during an interview.
> What are you trying to figure out about a candidate in an interview? Why do you think your current process does that effectively?
Unless the interviewer is from HR they probably don't know (or care) much about the answers, and unless you're interviewing for a position in HR, knowing the answers won't tell you much about whether to take the position. So why ask at all?
Questions like these are analogous to bike-shedding - asking about what's most visible to you at that moment, rather than about what's important.