I agree about the possibility of bias creeping in. On the other hand, humans are biased, so understanding how to hire for success within your own (or your organization's) biases is useful. Some people would want the opposite candidate to the one I described.
Resourcefulness is more of a mindset. New parent? OK, what have you discovered about childrearing that you didn't anticipate? What will you do differently next time? What is your ideal work/life balance? These are all relevant things, and sometimes the young parent is a superb hire and may read very interesting books in anticipation of having more time to hack in a couple of years.
I would not ask those things, my point was that whatever a person is focused on can indicate the characteristics I mentioned. Obviously some things are personal and cannot be asked about, but may be volunteered by an applicant.
FYI asking people what they do outside work is often a big HR no-no because it can easily fall into illegal but accidental discriminatory questions that are unrelated to the job which can be unnecessary PR and legal risks for your company.
I like the attributes you're probing but I'd keep it within the context of engineering and programming if that's what you're hiring for. That's part of the reason open source and github projects are such strong signals in hiring.
Resourcefulness is more of a mindset. New parent? OK, what have you discovered about childrearing that you didn't anticipate? What will you do differently next time? What is your ideal work/life balance? These are all relevant things, and sometimes the young parent is a superb hire and may read very interesting books in anticipation of having more time to hack in a couple of years.