Business
Works with: ChatGPT, Claude, Gemini
Beginner
These prompts solve the challenge of creating relevant, legally compliant, and effective interview questions that accurately assess candidates for specific roles. HR professionals, hiring managers, recruiters, and small business owners benefit most from these templates by getting professionally crafted questions that reveal true candidate capabilities. Simply fill in the [bracketed fields] with your specific role details, company information, and skill requirements to customize each prompt. Expect comprehensive question sets that cover technical skills, behavioral competencies, cultural fit, and role-specific scenarios that help you make confident hiring decisions.
Use Template 1 for systematic, competency-based interviews with clear evaluation criteria, or Template 2 for comprehensive assessment that includes company culture, growth potential, and situational judgment.
Template 1 — Competency-Based Interview Question Generator
Best for: Use when you need structured, skills-focused questions with clear evaluation rubrics for consistent candidate assessment.
Generate a comprehensive set of interview questions for a
[Job Title, e.g., Senior Software Engineer, Marketing Manager, Sales Representative] position at a
[Company Type, e.g., tech startup, Fortune 500 company, non-profit organization]. The role requires
[Primary Skills, e.g., Python programming and system architecture, digital marketing and analytics, relationship building and negotiation].
Create 15 questions organized into these categories:
– 4 technical/functional questions testing core competencies
– 4 behavioral questions using STAR methodology
– 3 situational judgment questions with realistic scenarios
– 2 leadership/collaboration questions (adjust based on seniority)
– 2 company culture fit questions
For each question, provide:
1. The question text
2. What competency it evaluates
3. Key elements to listen for in strong answers
4. One red flag response indicator
Ensure all questions are legally compliant and avoid protected class inquiries. Focus on [Experience Level, e.g., entry-level, mid-career, senior executive] requirements and include scenarios relevant to [Industry Context, e.g., fast-paced startup environment, regulated healthcare setting, customer-facing retail].
Why this template works
• Provides evaluation rubrics for each question, enabling consistent scoring across multiple interviewers
• Organizes questions by competency type, making it easy to ensure comprehensive skill coverage
• Includes red flag indicators that help identify potentially problematic candidates early
• Ensures legal compliance by specifically avoiding protected class inquiries
Example output preview
**Technical Question:** ‘Describe your approach to debugging a performance issue in a web application. Walk me through your methodology.’ *Evaluates:* Problem-solving and technical troubleshooting. *Listen for:* Systematic approach, use of monitoring tools, consideration of multiple factors. *Red flag:* Vague answers or blaming others. **Behavioral Question:** ‘Tell me about a time you had to meet a tight deadline with limited resources.’ *Evaluates:* Time management and adaptability. *Listen for:* Specific actions taken, prioritization strategies, stakeholder communication. *Red flag:* Unable to provide concrete example.
Pro tips for better results
• Include 2-3 industry-specific technical scenarios in your skill requirements to get more targeted questions
• Specify the interview duration (30, 45, or 60 minutes) to get appropriately sized question sets that fit your timeline
Template 2 — Holistic Candidate Assessment Interview Designer
Best for: Use when you want comprehensive questions that evaluate technical skills, cultural alignment, growth potential, and long-term fit simultaneously.
Design an interview question set for hiring a
[Job Title, e.g., Product Manager, Data Scientist, Customer Success Manager] who will
[Primary Responsibilities, e.g., lead cross-functional teams and drive product roadmap, analyze complex datasets and present insights to executives, manage key client relationships and reduce churn]. Our company is
[Company Description, e.g., a remote-first B2B SaaS startup focused on sustainability, a traditional manufacturing company undergoing digital transformation, a growing healthcare nonprofit with diverse stakeholders].
Create a balanced interview approach with:
– Opening questions that reveal candidate motivation and career trajectory
– Core competency questions mixing technical skills with soft skills assessment
– Scenario-based questions reflecting actual challenges they’ll face in this role
– Questions exploring cultural alignment with our [Company Values, e.g., innovation and transparency, collaboration and quality, service and integrity]
– Forward-looking questions about growth mindset and learning agility
Provide 12-15 thoughtfully sequenced questions that flow naturally and create psychological comfort. Include follow-up question suggestions for deeper exploration and guidance on reading between the lines of responses. Consider [Special Considerations, e.g., remote work capabilities, leadership potential, change management skills] specific to our needs.
Why this template works
• Creates naturally flowing conversations that put candidates at ease and elicit authentic responses
• Integrates cultural fit assessment throughout rather than isolating it to separate questions
• Includes psychological insights on reading candidate responses beyond just their words
• Provides follow-up question suggestions for deeper exploration of promising or concerning answers
Example output preview
**Opening Flow:** ‘What initially attracted you to product management, and how has your perspective evolved?’ *Follow-up:* ‘What aspect of our product space excites you most?’ **Core Assessment:** ‘Imagine you’re three months into this role and discover that our top-requested feature would require six months of engineering work, but sales is promising it to clients in two months. How do you navigate this?’ **Cultural Exploration:** ‘Describe a time when you had to challenge a decision made by leadership. How did you approach it?’ *Reading between lines:* Look for respect in disagreement, focus on outcomes over politics.
Pro tips for better results
• Mention specific challenges your company currently faces to get questions that predict real-world performance
• Ask for questions that ‘flow naturally’ and ‘create psychological comfort’ to improve candidate experience and get more honest responses
The principles behind these prompts
Effective interview question prompts work by providing AI with structured context about role requirements, company culture, and assessment goals. The key principles include specifying the seniority level and industry context, defining both technical and soft skills to evaluate, and requesting questions that follow proven behavioral interview methodologies like STAR (Situation, Task, Action, Result). By including compliance considerations and evaluation criteria, these prompts ensure AI generates legally appropriate questions that provide measurable insights into candidate suitability, rather than generic questions that fail to differentiate between applicants.
