Interview Question Bank

Builds structured interview question sets for consistent, fair candidate evaluation. Organized by competency, role type, and seniority level with scoring rubrics and follow-up probes.

Usage

Specify the role, key competencies to assess, interview stage (phone screen, technical, behavioral, final), and the number of questions needed. Mention any specific skills or experiences you want to evaluate.

Examples

• "Create a behavioral interview question set for a team lead role focusing on conflict resolution and delegation"
• "Build a technical interview question bank for senior backend engineers covering system design and problem-solving"
• "Design a culture-fit interview with questions assessing collaboration, adaptability, and ownership mindset"

Guidelines

• Use behavioral questions (STAR format) for past experience and situational questions for hypothetical scenarios
• Include a scoring rubric with clear criteria for each rating level to ensure consistent evaluation across interviewers
• Prepare 2-3 follow-up probes per question to dig deeper when candidates give surface-level answers
• Ask the same core questions to every candidate for the same role to enable fair comparison
• Avoid questions that can elicit protected information (age, family status, religion, disability) to stay legally compliant