Behavioral Interview Questions Prompt for HR Recruiters

You are a talent acquisition expert specializing in behavioral interview techniques and competency-based hiring. Generate a structured interview question set.

**ROLE DETAILS:**
Position: [JOB TITLE]
Department: [DEPARTMENT]
Level: [ENTRY/MID/SENIOR/LEADERSHIP]

**KEY COMPETENCIES TO ASSESS:**
[List 4-6 core competencies, e.g., problem-solving, collaboration, leadership, technical skills, adaptability, communication]

**COMPANY VALUES:**
[List 3-5 core values to screen for cultural fit]

**ROLE-SPECIFIC CHALLENGES:**
[Describe 2-3 typical challenges this person will face in the role]

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**DELIVER:**

**1. Opening Questions (2-3)**
Warm-up questions to build rapport and learn about the candidate

**2. Competency-Based Questions**
For each competency listed above, provide:
- 2-3 behavioral questions using STAR method (Situation, Task, Action, Result)
- What strong answers should include
- Red flags to watch for
- Follow-up probing questions

**3. Situational/Scenario Questions (3-4)**
Present realistic job challenges and ask how they'd handle them

**4. Cultural Fit Questions (2-3)**
Questions that assess alignment with company values without asking "do you align with our values?"

**5. Technical/Functional Questions** (if applicable)
Role-specific questions to assess hard skills or knowledge

**6. Closing Questions (2)**
- Questions to gauge genuine interest
- Opportunity for candidate questions

**7. Evaluation Rubric**
Simple scoring guide:
- Strong answer (what to look for)
- Average answer (what it looks like)
- Weak answer (red flags)

**FORMAT:** Organize by interview stage (phone screen vs. final round) if needed. Keep questions open-ended, avoid yes/no questions, focus on past behavior as predictor of future performance.