One thing I'm divided about: A number of these questions select for people who are deeply introspective. I like both asking and answering these kinds of questi

One thing I'm divided about: A number of these questions select for people who are deeply introspective. I like both asking and answering these kinds of questions, in part because at 57 I have spent a lot of time working out who I am, what I value, what I'm good at but do not want to do any more (enterprise sales, for example), and what I ought to be better at but lack the discipline to improve. But also in part because I have that "meta" personality that not only sold things, but asked questions about how to get better at sales. And so on and so forth in software development. It seems like a slam-dunk to hire for this kind of person, but I have found that there are a lot of people who are really, really good at what they do without being obsessed with thinking about why they're good at what they do. I conjecture it's a little like hiring a great athlete. Some great athletes make lousy coaches or managers, because they care more about the game than about why people are good at the game and how to get better: They hire great coaches and follow those coaches, but coaching always takes a back seat to practising and playing. So... I love the tenor of these questions, but I am always wondering if asking a bunch of questions like these my force some false negatives from people who are good at what they do but aren't inclined to be introspective about it. (I realize that we can always argue that being introspective makes you better at what you do, but all-too-often that's a kind of selection bias: The kind of person who is interested in interview questions is the kind of person who is introspective, and is the kind of person who got to where they are being introspective, so they argue passionately that being introspective is necessary to be good. But maybe it's not the only way to be good.)