Oh, I get the point the interviewer wants to reach -- using size estimation questions to gain an understanding of one's logic process. But as a method of achiev

Oh, I get the point the interviewer wants to reach -- using size estimation questions to gain an understanding of one's logic process. But as a method of achieving that goal, I've found it's a poor instrument. Suppose candidate #1 is unimaginative and cannot offer a reasonable response. Suppose candidate #2 says "well, a golf ball is such and such size, and there is empty space around each ball, and the bus is such and such size....." What, exactly, have we learned here? In my experience, nothing. Having gone through this cycle as both a candidate as well as hiring manager (not my choice to use this line of questioning), the real-world results I've found is little to no correlation between candidate responses and accurate assessment of logic process. The false positive/negative outcomes were significantly higher, and the success rate for candidates into the positions we hired them for were mixed. Basically, these questions offered us nothing in finding candidates who would be successful in the position for which we were hiring. If I were to ask a question such as this, it would be to gauge one's reaction to the question (assuming it's a stressor) and how they react. The response is nearly irrelevant. But I don't like the tone the question sets between myself and a candidate, so I just don't resort to this as a means to achieving that goal. There are better ways to get at that information.