Interview Questions

I'm not sure how I wandered into the article in Forbes There are Only Three True Job Interview Questions. That isn't a new insight. What Color Is Your Parachute listed them back around 1980.
What caught my eye was a reader's comment

I think these questions are irrelevant in the context that if a company is ASKING YOU if you can do your job this assumes that they WANT you to do your job otherwise why are they asking you to be hired.

There are companies where HR is divorced from the rest of the organization.
One memorable example is the company that hired a system admin, and then fired them, as soon as they learned that the new sysadmin was working on a AA (Systems Management) at the local community college.  Before the individual was hired, the company knew that the idividual:

• Had no formal training in the field;
• Had plans to obtain formal training;
• Had taught themselves everything they knew about systems
  administration;

When the company found out that the individual was enrolled in classes related to AA (Systems Administration), they were fired. Attending those classes violated the unofficial company policy.
That is a clear cut case of management, and corporate policy preventing employees from doing their job correctly. In most instances, it is far less obvious:

• Redoing the corporate intranet, but not ensuring that those changes meet BSI BS 8878:2010, the Australian Disability Discrimination Act 1992, the US Section 504, etc
• Distributing official policy changes that are neither copy-edited,nor proof read:
• The changes describe the method that was not to be followed, as if it was the correct way to do the thing;
• Omitting the dress code for female staff. The whole point of distributing the dress code, was due to complaints about women wearing inappropriate attire;
• Failing to provide the tools required to do the job properly:
• I'm not talking about construction, where the crafts person is expected to have their own tools, and even then, most job sites contain a toolbox that can be used when a worker doesn't have the right tools for the job;
  
• I am talking about things like the company that required the skip tracer to go online, but provided neither Internet access, nor a computer to do so;
• Providing the wrong tools for the job:
• An example being the sandwich shop that expected employees to cut cheese slices three millimeters thick, but provided a blunt cheese knife, and no slicer;
• City Directories, CrissCross Directories, and Reverse Directories that are more than five years old;
• Not taking complaints about sexual harassment seriously:
• How many employees realize that even if the activity is not directed at them personally, they can submit a sexual harassment report?
• Punishing the individual that files the sexual harassment report; 

I do not how much of those behaviours can be picked up during an interview with HR. These are things that a good due diligence background report on the company should pick up on.

There are some companies who use DMCA take down notices, SLAPPS, and the like, to prevent damaging information about them to become publicly known.  The major examples are vendors of guaranteed flopportunities.