Interview Question Generator

In short Interview questions divide into three kinds and each answers something different. Technical questions test whether someone can do the work. Behavioural questions ask what they have actually done before — "tell me about a time when" — and are the most predictive of the three, because past behaviour in a comparable situation is better evidence than a stated intention. Situational questions ask what they would do in a hypothetical, and they measure reasoning rather than track record, which makes them useful for roles where the candidate has no direct experience. The part most interviewers skip is deciding in advance what a good answer contains. Without that, you are comparing candidates against your impression rather than against the role, and impressions favour people who present like you. Write down what you are listening for before the interview and ask every candidate the same core questions, which is what makes a comparison possible at all. Leave room for follow-ups: the answer to "what happened next" is usually more informative than the prepared answer that preceded it.