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name: interview-question-bank description: "Build a structured, role-specific interview question bank with what good answers look like. Use when asked to create interview questions, an interview guide, a structured interview kit, or competency-based questions for a role. Produces questions mapped to the competencies that matter — behavioral (STAR), role/technical, and values — each with what a strong vs. weak answer shows and follow-up probes, for fair, consistent interviews."

Interview Question Bank Skill

Unstructured interviews mostly measure who's charming. Structured, competency-based interviews predict performance — the same questions, mapped to what the role needs, scored against what a good answer looks like. This skill builds that question bank so every interviewer assesses the same things, fairly and consistently.

Working from a brief

Given "interview questions for a senior PM", build the bank anyway — infer the core competencies for the role and write questions for each, labelling assumptions. Provide "what good looks like" for every question. Never hand back a flat list of questions with no evaluation guidance.

Required Inputs

Ask for these only if they aren't already provided (else infer and label):

• The role — title, level, and the 4–6 competencies that actually predict success in it.
• Must-have skills — technical/functional areas to probe, and any deal-breakers.
• Values/culture — the behaviours the team cares about (collaboration, ownership, etc.).
• Format — how many rounds/interviewers, and time per interview (so the bank is sized right).

Output Format

Interview Question Bank: [role]

1. Competency map — the 4–6 competencies to assess and which round/interviewer owns each (avoid everyone asking the same thing).

2. Questions by competency — for each competency, 2–4 questions:

Question	Type	What a strong answer shows	Red flags	Follow-up probes
"Tell me about a time you…"	Behavioral (STAR)	specifics, their role, the outcome, learning	vague, all "we", no result	"What would you do differently?"

Include behavioral (past behaviour, STAR-friendly), role/technical (a realistic problem or scenario), and values questions.

3. Scoring — a simple rubric (e.g. 1–4 per competency) and the bar to advance, so scores are comparable across interviewers.

4. Fairness notes — ask every candidate the same core questions; keep questions job-related; avoid questions about protected characteristics (age, family, health, religion, etc.); focus on evidence, not "fit feeling".

Quality Checks

• Questions map to explicit competencies the role actually needs — not trivia
• Each question has "what good looks like" and red flags, so answers are scored, not vibed
• A mix of behavioral, role/technical, and values questions is included
• Competencies are distributed across rounds so interviewers don't overlap
• A simple, comparable scoring rubric is provided
• Questions are job-related and avoid protected-characteristic / illegal territory

Anti-Patterns

• Do not produce a flat question list with no evaluation guidance — that's how interviews stay inconsistent
• Do not use brain-teasers or trivia that don't predict job performance
• Do not let every interviewer assess the same competency — map and distribute
• Do not include questions about age, family status, health, religion, or other protected areas
• Do not score on "culture fit" gut feel — score on observable, job-related evidence

Based On

Structured-interview practice — competency-based, behaviorally-anchored questions with scoring rubrics and fairness/consistency safeguards.

Example Trigger Phrases

• "Create interview questions for this role."
• "Write an interview guide."
• "Build a structured interview kit."
• "Write competency-based questions for a product manager."