When your goal is to bring in the most qualified candidates, it behooves you to ask them the right questions.
This can be different for each organisation, and that’s why it’s such an important area to focus on. A list of interview questions for one company might be grossly inappropriate for another.
For software engineers, these questions might come in the form of a programming exercise. For someone on the marketing team, those questions might be focused on how their work impacted revenue.
The point is, the questions you’re asking should be relevant.
There’s no need to ask off-the-wall, quizzical interview questions unless solving those types of puzzles will be core to a candidate’s regular duties. Ask questions that will help identify candidates who stand out as great fits for your culture, and the task at hand.