I get the impression that author is looking for reasons to make the candidate a 'no hire' rather than using those silly questions such as 'tell me a time when....' as a starting to point to open a two way conversation.
My tip is to approach interviews with a positive mind WANTING the candidate to succeed and display their strengths rather than wanting them to fail. You should hire based on positives, not on lack of negatives!
This post really demonstrates how broken interviewing is. These are TERRIBLE and yet still WIDELY USED filters with a high chance of introducing false negatives in the hiring process.
Two examples:
1. The multi year career plans he hints at in a number of places. I personally would be more interested in a candidate with a passion and genuine interest in the job on offer, rather than someone using it as a stepping stone on their ten year plan to get to something tangentially related. I personally don't know what I'll be doing in ten weeks let alone ten years, but a developer it'll probably an interesting and challenging variation of what I'm doing now rather than being somewhere in management.
2. The long CV example is one example of a commonly used signal that tells you precisely nothing about the quality of the candidate. It is a completely arbitrary rule that is no way correlated with their skills or personality. After an initial filter, would it really be so bad spending 5 or so minutes considering and comparing the candidates on offer if that improved your outcomes by even a small percent?
Sigh....