Looking over this list...it's bad. A lot of the questions are phone it in questions that you can pick off of Google. They are the same questions that get asked at beauty pageants or political debates.
The great fail at interviewing is that if you go into without a plan or process, you will wind up simply hiring people based on whether or not they have a similar personality to you. This is generally severely non-optimal.
Classes of useful questions to ask at interviews:
Diagnostic questions. Does this question let you separate or rank order the candidates in some way that is deeply meaningful for the position?
Experiential questions. Does this question allow the candidate to discuss areas of his work experience in an in-depth way that would not be gathered from his resume or other information.
Human questions. Does this question give the candidate a chance to display a wide enough range of himself, socially, that you are comfortable that he can work well with other people?
There are probably more. But the next phase is that you have to match up each of these questions to your available interviewers (assuming your running a team interview). It takes a technical or numbers-orientated person to ask the diagnostic question, an experienced person to ask the experiential question -- hopefully one who will not be looking for people who have had the same experiences as himself, and a socially astute observer to ask the human questions.
And then in the hiring phase, you need to know how exactly each one of these questions can go wrong (there are some very standard ways for the question types, and generally standard ways for the individual interviewer), and then you have to interview your interviewers to make sure that none of the traps were stumbled into. And then use this to make determinations of not only who the top candidates are, but even more importantly, who the possibly undervalued candidates are.