I appreciate the intent of this article. However, some of the questions listed open the doors for bias and reflect a status of privilege that might not be inclusive of minority candidates. For example, "What are the riskiest things you did in your life?" reflects having strong financial or other cushions some might not have access to; it's hard to take risks when the consequences to one's life are dire.

Also, asking questions such as “Are you lucky?” and "What's a common misconception people have when first meeting you" might trigger a trauma response for minorities and others who have had to navigate difficult life and career experiences, including workplace discrimination and harassment.

I additionally get nervous when I see language such as a goal of hiring someone who will be "a natural extension of our team," especially when also assessing a candidate based on questions about their hobbies and personality. This type of thinking can often lead to hiring candidates that reflect the majority status of a team.

And you should NEVER ask a candidate in an interview how much money they expect to make at your company now and three years into the future. There's ample research on how these types of salary questions hurt women and minorities and contribute to salary inequality.

For those wanting to learn more about how to build inclusive UX teams and why many of the questions listed in this article are problematic, a great book to read is "Inclusive Design Communities" by Sameera Kapila.