As it is told before, objective of interview questions is to differentiate between high and low performers. For this matter, it is crucial to know how to evaluate interviewees’ answers and use them as an indicator of high and low performers. Otherwise, the questions will not be differentiating.
If you ask bizarre, non-goal--oriented questions that lead to undifferentiating answers, then it is pointless to do the interview since you fail to attain your goal. You should get answers that reveal the candidates’ attitudes, which involve knowing the difference between good and bad answers. Questions without scientific evidence to correlate specific interview answers with real life work behaviors are not efficient to figure out a person’s attitude.