Comment by overgard

When I used to interview people (I wasn't a manager, but I was senior enough to be entrusted to the role), I'd just ask about projects they had placed on their resume (to get a feel for their contributions) and then the rest of the interview would be focused on what the job was and how that matched with their career goals, why they thought they'd want the job, that sort of thing. The latter part was a bit harder because people are naturally defensive during an interview, so they can't be like "well I want an entry level web developer job so I can parlay this into something better in two years" (which is, IMO, totally an acceptable answer), but you can generally politely get the idea. Maybe I'm weird, but I just sort of think interviews should be more about determining fit than giving someone a lie detector test.

I get the puzzlers or whatever for a phone screens (quickly weed out people that are obviously unqualified), or if you're hiring someone junior who doesn't have work experience, but if you're at the point where you're bringing someone in you probably think they're minimally qualified, so it should really be about determining if goals are aligned IMO.