Why structure your interview questions?
An unstructured job interview, where questions are improvised, has only 14% predictive accuracy — barely better than chance. In contrast, a structured interview with standardised behavioural questions achieves 51% predictive accuracy according to research in occupational psychology.
The STAR method (Situation, Task, Action, Result) is the most effective technique for evaluating a candidate's real competencies. Instead of asking "Are you organised?" (predictable answer), ask "Describe a situation where you had to manage multiple urgent projects simultaneously" (revealing answer).
Our generator produces questions calibrated to your role, sector, and priority competencies identified in your job description.
The 4 types of questions generated
Behavioural questions (STAR)
Based on past experiences to predict future behaviour. Ex: "Tell me about a situation where you had to convince a difficult customer."
- –Reveal real behaviours, not theoretical ones
- –Difficult to falsify with generic answers
- –Ideal for evaluating soft skills
- –5-7 questions for a 60-minute interview
Situational questions
Put the candidate in hypothetical scenarios. Ex: "What would you do if a customer asked you to do something contrary to your values?"
- –Evaluate reasoning and values
- –Useful for roles without direct experience
- –Reveal alignment with company culture
- –Complementary to behavioural questions
Technical and role-specific questions
Evaluate competencies specific to the role. Automatically adapted according to the profession, sector and required tools.
- –Verification of essential competencies
- –Technical situation if relevant
- –Progressive questions (junior to senior)
- –Review of concrete cases or portfolio
Cultural fit questions
Explore alignment with company values, working style and work environment.
- –Alignment with company values
- –Preferred management style
- –Attitude to teamwork vs autonomy
- –Ambitions and trajectory over 3-5 years
Prohibited interview questions
12 types of discriminatory questions to absolutely avoid
Question examples by competency
STAR questions by soft skill
| Competency evaluated | Behavioural STAR question | What we evaluate |
|---|---|---|
| Leadership | Describe a situation where you had to mobilise a team through a crisis. | Ability to inspire, decide under pressure |
| Problem solving | Tell about a complex challenge you'd never encountered before. How did you approach it? | Methodology, creativity, rigour |
| Communication | Describe a time you had to present a difficult project to convince people. | Clarity, persuasion, audience adaptation |
| Stress management | Talk about an intense period where you had multiple simultaneous deadlines. | Prioritisation, resilience, organisation |
| Teamwork | Tell about a disagreement with a colleague and how you resolved it. | Listening, compromise, assertiveness |
FAQ on interview questions
How many questions should you ask in an interview?
How to follow up effectively with the STAR method?
Are technical questions or behavioural questions more important?
How to adapt questions according to candidate experience?
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