Structured Interview Questions
The prompt
Write structured interview questions for {{job_title}}.
Key competencies: {{list_5_7_skills_strategic_thinking_data_}}
Level: {{junior_mid_senior}}
Most important trait for success: {{describe}}
Common hiring mistakes for this role: {{what_have_past_hires_gotten_wrong}}
For each competency:
1. A behavioural question (Tell me about a time...)
2. A follow-up probe
3. What a strong vs weak answer looks like
Also write:
- One case study or work sample prompt
- 3 questions for candidates to ask about their own expectations Why this works
Competency-based behavioural questions (Tell me about a time when...) are more predictive of future performance than hypothetical questions because they require the candidate to demonstrate actual past behaviour. Building a probing question for each competency question prevents the interview from stalling when a candidate gives a thin answer. The scoring rubric converts the interview from a subjective impression into a comparable evaluation that multiple interviewers can align on.
Risks & review
Structured interview questions must be reviewed to ensure none ask, directly or indirectly, about protected characteristics — family plans, national origin, age, disability, or religion. Have HR or legal counsel review any custom questions before using them in interviews. Also ensure all candidates for the same role are asked the same questions to maintain fairness and protect against discrimination claims.