Tiger, everyone's gonna turn up to interview making claims they're great at those things.
that's why you're asking "give me an example of" rather than "what if"
I agree the interview process is limited and flawed. People in general (& actuaries in particular I think) tend to prefer people who act & think like them. As an interviewer it's not easy to be aware & compensate for your biases.
I will often start an interview by asking the candidate to walk us through their CV. It aimed at getting them to relax and talk about what they want (sometimes people almost have a speech learned off!). It doesn't mean I haven't read the CV. Rather than hit them up front with the "give me an example of" questions, I'll have identified potential areas on their CV and then probe them for the details I'm looking for when they reach them.
Some companies are very weak after the new hire joins; ensuring that they're inducted & trained into the organisation, but also evaluating performance during a probation period (that's where you catch out the lies/exaggerations from the CV & interview).
Some companies are very narrow with their hiring; we need a pricing analyst & we work with tools X => we are only looking for someone with pricing experience & who has used tools X.
Others (more dynamic?) may feel we need X now, but who knows what you'll be doing in our organisation in 1/2/3 years time.
You also have to recognise the role HR play. For a non-traditional applicant they can be a difficult barrier to get past.
Also their job is to protect the company, not to help the employee. That's why for example you will some times have standardised questions (If you're asking everyone the same question, you're not discriminating), and why many organisations will not give references beyond confirming you worked for them between given dates and your job title.
Some thoughts from my experience, hope this helps.