The bulk of your questions should be a mix of what are known as behavioural and situational questions.
Study your candidate’s CV, and their particular job experiences, and then base the questions around those. But ensure that the questions are generally consistent for every interview, with some variation and personalisation for each candidate.
Behavioural questions are based on the philosophy that your past actions and behaviours will be a good indicator of your future behaviour in a job.
Rather than the standard question of ‘Can you overcome challenges’, a behavioural question will be more like ‘what were the biggest challenges in your X role at X company, and how did you overcome them’.
Situational questions present an actual situation the person may face in their current role, and ask how they would deal with it.
An example might be ‘how would you respond to a customer who isn’t happy with a product?’
Situational questions are a good way to check the candidate’s interpersonal skills and how they understand certain processes.
You can put together a series of questions that will draw out the key competencies you need in the role, such as communication, problem solving, relationship building, and workflow and organisational skills.
Using a mix of behavioural and situational questions in an interview is statistically proven to be the best predictor of performance, as it gives a tangible assessment of the role.