They're great for determining which employees will be productive
They're entirely terrible for figuring out which employees will be decent people to spend 9-5, 5 days a week with.
Realistically you need a bit of both
Work samples are my #1 competence filter. They've also formed the basis of great interviews.
As for your second point, sometimes you want to hire a change agent. It takes skill and practice to distinguish toxic personalities from the merely disruptive. Again, standard questions designed from a perspective of empathy and experience have helped me.