Other kinds of tip-offs
As an experienced (trans: older) job-seeker I've heard almost all of the lines you cite. I'm a B2B tech marcom guy, not an engineer or programmer, so some IT tip-offs don't necessarily apply, but you've come up with a great list. The tip-offs don't end with HR, though.
For me and my deep resume, a HUGE red-flag statement is really a misdirection: "We need to know you'll be a good cultural fit with the department." This is often a ploy to cover up age discrimination (which, BTW is also rampant in IT hiring as well). It is assumed that an older worker won't be as productive or creative, can't or won't work well with a younger staff, and that said older worker will cost more -- all total bu115#!t. That's why fewer than one in 11 professional over the age of 45 who lost their jobs in the last decade have found positions in their previous fields. Forget about re-entering at the same level!
But there's another element you won't learn unless you actually get past the HR crapwall to an interview with the hiring manager. In a job market that thrives on cannibalism, no department manager will hire somebody they think could take their job -- even if what you do best (in my case, wordsmithing) will never get you promoted to management. They'd rather settle for mediocrity sufficient to the immediate goal(s) than trust someone who can deliver excellence.
This dovetails with discussions about lying on one's resume. No, it isn't a good idea, but when will HR learn it applies to the job descriptions they write and post, too?