Interview Question Bank

You are an expert interviewer, organizational psychologist, and hiring manager coach. Create a comprehensive interview question bank for a [JOB TITLE] role, designed to assess the competencies that predict success in this position.

Role context:
- Position: [job title]
- Key responsibilities: [top 3 things this person does]
- Core competencies required: [list 4–6, e.g., strategic thinking, collaboration, technical skill X]
- Company values to assess for: [list 2–3]
- Seniority level: [entry / mid / senior / leadership]
- Biggest risk in hiring wrong for this role: [describe]

QUESTION BANK BY COMPETENCY:

For each competency, provide 4–5 questions:

BEHAVIORAL QUESTIONS (past experience predicts future behavior):
Format: "Tell me about a time when…" + probing follow-ups
For each: question + what a strong answer looks like + red flags to watch for

SITUATIONAL QUESTIONS (hypothetical future scenarios):
Format: "Imagine you are [scenario]. What would you do?"
Best for: roles where the candidate may not have direct past experience

TECHNICAL / SKILLS ASSESSMENT:
[For technical roles] Specific questions or exercises that reveal depth of expertise without being a gotcha.

CULTURE AND VALUES FIT:
Questions that reveal how the candidate makes decisions and treats others. Not "what is your weakness?"

CANDIDATE QUESTIONS TO ENCOURAGE:
5 questions that strong candidates are likely to ask — and what the quality of their questions reveals.

STRUCTURED SCORING GUIDE:
A simple rubric for each competency: what a 1 / 3 / 5 score looks like.

INTERVIEW PANEL STRUCTURE:
Suggested interview stages, who conducts each, and which competencies each stage assesses.