The "tell me about yourself" question is one of the worst to ask and i never do this. It is so open ended that people start rambling. Instead get them to focus (this also calms their nerves) by asking about notable jobs picked from their resume "what did you do as ... at ..." and dig more as needed. Do this for a couple more jobs if available and you will get to see how confident the candidate is, how he communicates, the depth of his knowledge and his modes of thinking. From here, you generalize to what the job actually needs and give the candidate some idea of the job and its environment and ask how he hopes to fit in and contribute. This makes things clear to both interviewer and interviewee.
I also do not place much weight on personality/psychology tests/questions. People generally cannot be truthful in their answers to questions like "how do you deal with conflict with your co-worker?" etc. Here i trust to "gut feeling" based on non-verbal impressions, verbal communication and pointed questions (challenge the candidate by taking a contrarian stance and see how he responds).
Finally, i make sure that the interviewee at the very outset understands that though i am the interviewer it does not mean that i am more knowledgeable than him in his areas of expertise. This works great by boosting his confidence which then leads to a more natural interaction.
Recruiting/HR is a complex art where you have to consider various factors to build a picture of a person (suited to a role) from factual data and psychology. IMO a good way is to start with an understanding of Self-Determination Theory of Edward Deci and Richard Ryan - https://en.wikipedia.org/wiki/Self-determination_theory For a nice overview, see the book Why we do What we do: Understanding Self-Motivation by Edward Deci.