Structured interviews are one of the most reliable predictors of job performance. Yet most hiring managers wing it, asking whatever comes to mind and making decisions based on gut feel. The result? Bad hires, wasted time, and missed opportunities to find great talent.
This framework teaches you how to prompt AI for interview questions that systematically assess candidates against the competencies that actually matter for the role. You will learn to create behavioral, situational, and technical questions with scoring rubrics that reduce bias and improve hiring decisions.
Insight
Generate some interview questions for a product manager role.
Generate behavioral interview questions for a Senior Product Manager role. ROLE CONTEXT: - B2B SaaS company, Series B, 80 employees - PM will own the merchant onboarding product - Works with 2 engineers, 1 designer, reports to VP Product - Key challenges: cross-functional alignment, data-driven decisions COMPETENCIES TO ASSESS: 1. Strategic thinking - Can they connect features to business outcomes? 2. Stakeholder management - How do they handle conflicting priorities? 3. Technical fluency - Can they communicate effectively with engineers? 4. User empathy - Do they ground decisions in user research? FOR EACH QUESTION PROVIDE: - The question (open-ended, behavioral) - What competency it assesses - What a strong answer includes - What a weak answer looks like - 1-2 follow-up probes FORMAT: 5 core questions + follow-ups AVOID: Hypotheticals that allow rehearsed answers
Types of Interview Questions
Different question types reveal different aspects of a candidate. A strong interview uses a mix of these approaches, weighted based on what matters most for the role.
Behavioral Questions
Ask about past experiences to predict future behavior. Use the STAR method (Situation, Task, Action, Result).
Example: “Tell me about a time you had to deliver difficult feedback to a team member.”
Situational Questions
Present hypothetical scenarios relevant to the role. Assess problem-solving and decision-making approaches.
Example: “If you discovered a critical bug one hour before a major product launch, how would you handle it?”
Technical Questions
Evaluate domain expertise and technical competency. Balance depth with relevance to actual job requirements.
Example: “Walk me through how you would design a caching strategy for a high-traffic API endpoint.”
Culture-Fit Questions
Assess alignment with company values and team dynamics. Focus on work style preferences and collaboration approaches.
Example: “Describe your ideal team environment. What makes you do your best work?”
Motivational Questions
Understand what drives the candidate and their career goals. Assess long-term fit and engagement potential.
Example: “What attracted you to this role, and where do you see yourself in three years?”
Behavioral Questions (STAR Method)
Behavioral questions are the backbone of structured interviews. They ask candidates to describe past experiences, which predict future behavior better than hypothetical scenarios.
The STAR method provides a framework for both asking and evaluating responses:
- Situation: What was the context? Look for specificity.
- Task: What was their responsibility? Clarify their role vs the team's.
- Action: What did they specifically do? Push past “we” to “I.”
- Result: What was the outcome? Quantify when possible.
Generate 5 behavioral interview questions for [ROLE] assessing [COMPETENCY]. For each question: 1. The main question (start with "Tell me about a time...") 2. STAR breakdown - what to listen for in each component 3. Strong answer indicators 4. Red flags to watch for 5. Follow-up probes if answer is vague COMPETENCY: [e.g., "leading through ambiguity"] ROLE CONTEXT: [e.g., "First PM hire at early-stage startup"] Avoid questions that: - Can be answered with rehearsed stories - Test memory rather than judgment - Have obvious "right" answers
Pro Tip
Situational Questions
Situational questions present hypothetical scenarios the candidate might face in the role. They are useful when candidates lack direct experience or when you want to see how they think through novel problems.
Create 4 situational interview questions for [ROLE] based on real challenges they will face. ROLE: [Job title] TEAM CONTEXT: [Team size, structure, who they work with] REAL CHALLENGES THIS ROLE WILL FACE: 1. [Challenge 1 - e.g., "Balancing urgent bugs vs. feature roadmap"] 2. [Challenge 2 - e.g., "Getting buy-in from skeptical stakeholders"] 3. [Challenge 3] 4. [Challenge 4] For each scenario question: - Present the situation clearly (2-3 sentences) - What you are assessing (decision-making, prioritization, etc.) - Strong response characteristics - Warning signs in weak responses - A follow-up that tests their reasoning IMPORTANT: Base scenarios on actual situations from the job, not generic hypotheticals.
Technical Questions
Technical questions assess domain expertise and problem-solving ability. The best technical questions mirror actual work, not trivia or gotchas.
Generate technical interview questions for [ROLE] that assess practical skills. ROLE: [e.g., "Senior Backend Engineer"] TECH STACK: [e.g., "Python, PostgreSQL, AWS, Kubernetes"] KEY TECHNICAL CHALLENGES: - [e.g., "Scaling API to handle 10x current load"] - [e.g., "Migrating from monolith to microservices"] Create 4 questions across these categories: 1. SYSTEM DESIGN: Open-ended architecture question 2. PROBLEM-SOLVING: Debug or optimize a scenario 3. DOMAIN DEPTH: Test expertise in critical area 4. LEARNING ABILITY: How they approach unfamiliar technology For each question provide: - The question or problem statement - What expertise level you are testing - Key things a strong candidate mentions - Acceptable vs. excellent responses - How to calibrate for different experience levels AVOID: - Trivia or memorization questions - Puzzles unrelated to the job - Gotcha questions with trick answers
Warning
Culture-Fit Questions
Culture-fit questions assess alignment with company values and team dynamics. The key is defining what your culture actually is (not what you wish it was) and testing for genuine alignment.
Generate culture-fit interview questions based on our actual values. COMPANY VALUES (be specific and honest): 1. [Value 1 - e.g., "Radical transparency - we share financials and decisions openly"] 2. [Value 2 - e.g., "Ownership - people run their areas without micromanagement"] 3. [Value 3 - e.g., "Disagree and commit - debate, then align"] TEAM DYNAMICS: - Working style: [e.g., "Remote-first, async communication, weekly syncs"] - Decision-making: [e.g., "Consensus for big calls, autonomy for execution"] - Communication: [e.g., "Direct feedback, written over verbal"] For each value, create: 1. A behavioral question that reveals if they have lived this value 2. A situational question testing their reaction to this environment 3. What genuine alignment looks like (not rehearsed answers) 4. What misalignment looks like IMPORTANT: Culture-fit is not about likability or similarity. Focus on work style compatibility and value alignment.
Motivational Questions
Motivational questions reveal what drives a candidate and whether the role aligns with their goals. Genuine motivation predicts engagement and retention.
Generate motivational interview questions for [ROLE] that reveal genuine interest. ROLE: [Job title] WHAT MAKES THIS ROLE UNIQUE: - [e.g., "First hire in this function - high autonomy but ambiguity"] - [e.g., "Fast-growing company - things change quickly"] - [e.g., "Hard technical challenges - cutting-edge AI/ML work"] CAREER PATHS FROM THIS ROLE: - [e.g., "Management track: Team Lead in 18-24 months"] - [e.g., "IC track: Principal Engineer"] Create 4 questions that assess: 1. Why this role (not just why this company) 2. Intrinsic vs. extrinsic motivation 3. Career alignment with what we offer 4. Self-awareness about strengths and growth areas For each question: - The question (open-ended, not leading) - What genuine enthusiasm sounds like - What rehearsed or superficial answers sound like - How to probe deeper AVOID: Questions that telegraph the "right" answer.
The PROBE Framework
Use the PROBE framework to ensure every interview question serves a purpose. Questions without clear evaluation criteria lead to inconsistent hiring decisions.
Purpose
Role-specific
Open-ended
Behavioral signals
Evaluation criteria
Apply the PROBE framework to create interview questions for [ROLE]. ROLE: [Job title] KEY COMPETENCIES TO ASSESS (prioritized): 1. [Most important - e.g., "Cross-functional leadership"] 2. [Second - e.g., "Data-driven decision making"] 3. [Third - e.g., "Technical communication"] 4. [Fourth - e.g., "User empathy"] For each competency, apply PROBE: PURPOSE: Why are we assessing this? What does it predict about job success? ROLE-SPECIFIC: What does this competency look like in THIS specific role? (Use real examples from the job) OPEN-ENDED: Create 2 questions that require narrative answers, not yes/no. BEHAVIORAL SIGNALS: - Strong answer includes: [3-4 specific indicators] - Weak answer includes: [3-4 warning signs] EVALUATION CRITERIA: - 1 (Poor): [Description] - 2 (Below Average): [Description] - 3 (Meets Bar): [Description] - 4 (Strong): [Description] - 5 (Exceptional): [Description] OUTPUT: Complete interview guide with 2 questions per competency, totaling 8 core questions plus follow-ups.
Prompt Templates by Question Type
Use these templates as starting points, then customize based on your specific role and company context.
Generate follow-up probes for common interview scenarios. When candidate gives vague answer: - "Can you walk me through a specific example?" - "What was YOUR role specifically, vs. the team's?" - "What was the actual outcome, with numbers if possible?" When candidate claims credit for team work: - "Who else was involved and what did they contribute?" - "What would your teammates say was your unique contribution?" - "What would you do differently if you owned this alone?" When answer seems rehearsed: - "Tell me about a time that did not go as planned." - "What would your critics say about that approach?" - "What would you change if you could do it over?" When testing depth of experience: - "What was the hardest part of that?" - "What did you learn that changed your approach?" - "How would you coach someone facing the same challenge?" Create 3 additional follow-up categories relevant to [ROLE]: [Your role-specific scenarios]
Create a complete 60-minute interview guide for [ROLE]. ROLE: [Job title] INTERVIEW STAGE: [Phone screen / Onsite / Final round] INTERVIEWER: [Their role - hiring manager, peer, cross-functional] STRUCTURE: - 5 min: Introduction and rapport building - 40 min: Core questions (behavioral + technical/situational) - 10 min: Candidate questions - 5 min: Wrap-up and next steps COMPETENCIES TO COVER: 1. [Competency 1] - Weight: [High/Medium] 2. [Competency 2] - Weight: [High/Medium] 3. [Competency 3] - Weight: [High/Medium] FOR EACH QUESTION INCLUDE: - Time allocation - The question - What competency it assesses - Strong/weak answer indicators - When to use follow-up probes - How to score (1-5 scale with descriptions) INCLUDE: - Transition phrases between questions - How to handle tangents or long answers - Red flags that should prompt deeper probing - Notes section format for real-time documentation OUTPUT FORMAT: Printable interview guide with scoring rubric
Creating Scoring Rubrics
Scoring rubrics reduce bias by ensuring all interviewers evaluate candidates against the same criteria. Create rubrics before interviews, not after.
Create a scoring rubric for evaluating [COMPETENCY] in interviews. COMPETENCY: [e.g., "Strategic thinking"] ROLE LEVEL: [e.g., "Senior Individual Contributor"] For a 5-point scale, define each level with: - Observable behaviors in the interview - Quality of examples provided - Depth of reasoning demonstrated - How they handle follow-up probes 1 - POOR (Do not hire) - Specific behaviors that indicate this - Example response patterns - Why this predicts job failure 2 - BELOW BAR (Concerns) - [Behaviors and patterns] 3 - MEETS BAR (Hire) - [Behaviors and patterns] - This should be the standard for "good enough" 4 - STRONG (Confident hire) - [Behaviors and patterns] 5 - EXCEPTIONAL (Advocate strongly) - [Behaviors and patterns] - What distinguishes great from good CALIBRATION NOTES: - [How to adjust for experience level] - [What context might affect scoring] - [Common scoring mistakes to avoid]
Success
Red Flags and Green Flags
Knowing what to listen for is as important as knowing what to ask. These signals help you evaluate responses in real-time.
Green Flags (Strong Signals)
- Specific examples with quantified results
- Clear ownership: “I did” vs “we did”
- Acknowledges failures and lessons learned
- Asks clarifying questions before answering
- Connects past experience to this role
- Shows intellectual curiosity about the problem
- Credits teammates while clarifying own contribution
- Demonstrates self-awareness about growth areas
Red Flags (Warning Signs)
- Vague answers: “I usually...” or “In general...”
- Cannot provide specific examples when pressed
- Blames others for failures, takes sole credit for wins
- Answers a different question than asked
- Overly rehearsed or generic responses
- Dismissive of past employers or colleagues
- Cannot explain their own decisions or reasoning
- Defensive when asked follow-up questions
Generate role-specific green flags and red flags for [ROLE]. ROLE: [Job title] KEY RESPONSIBILITIES: - [Responsibility 1] - [Responsibility 2] - [Responsibility 3] MUST-HAVE COMPETENCIES: - [Competency 1] - [Competency 2] For each competency, identify: GREEN FLAGS: - 3-4 specific things to listen for that indicate strength - Example phrases or stories that signal competence - Non-obvious indicators that show depth RED FLAGS: - 3-4 warning signs that indicate weakness - Example phrases that should prompt concern - Patterns that predict failure in this role ALSO INCLUDE: - Deal-breakers: Red flags so serious they end consideration - Yellow flags: Concerns worth exploring but not disqualifying - How red flags might look different at different experience levels
Legal Considerations
Structured interviews are not just better for hiring - they also reduce legal risk. Asking every candidate the same questions and evaluating against consistent criteria provides documentation of fair process.
Warning
Instead of age-related questions:
Do not ask: “When did you graduate?” or “How many years until you retire?”
Ask: “What experience do you have with [specific skill]?”
Instead of family status questions:
Do not ask: “Do you have kids?” or “Are you planning to start a family?”
Ask: “This role requires occasional travel. Are you able to meet that requirement?”
Instead of origin questions:
Do not ask: “Where are you from originally?” or “Is English your first language?”
Ask: “Are you authorized to work in [country]?”
Review these interview questions for legal compliance and bias. [PASTE YOUR INTERVIEW QUESTIONS] CHECK FOR: 1. Questions about protected characteristics (age, race, religion, etc.) 2. Questions that could have disparate impact on protected groups 3. Questions that proxy for protected information 4. Requirements that are not job-related FOR EACH FLAGGED QUESTION: - Explain why it is problematic - Suggest a legal alternative that gets the same information - Note if the underlying concern is job-related at all ALSO REVIEW FOR: - Gendered language patterns - Cultural assumptions - Accessibility considerations OUTPUT: Clean interview guide with all issues addressed
Next Steps
You now have the frameworks and templates to create structured interview questions that predict job performance. AskSmarter.ai can guide you through building a complete interview guide tailored to your specific role and competencies.
Build your interview questions now
Answer a few questions about the role, competencies, and your team culture. Get a complete interview guide with questions, scoring rubrics, and follow-up probes in minutes.
Start building freeHow many questions should I prepare?
For a 45-60 minute interview, prepare 5-7 core questions with follow-ups. Quality over quantity - you want time to probe deeply on each response.
Should every interviewer ask the same questions?
Each interviewer should cover different competencies to avoid redundancy. But within each competency, use consistent questions across candidates for fair comparison.
How do I handle candidates who do not answer the question?
Redirect politely: “That is helpful context. Let me rephrase - can you walk me through a specific time when...” If they still deflect, that itself is a signal.
What if a candidate has no relevant experience?
Use situational questions to assess how they would approach novel challenges. Also probe transferable skills from adjacent experiences - the competency may show up in unexpected contexts.
Related resource: Job Description Builder Framework - Create the job posting that attracts the right candidates to interview.