[JOB_TITLE] = Position you're hiring for [KEY_SKILLS] = Critical skills required for the role [EXPERIENCE_LEVEL] = Junior, mid-level, senior, etc. [COMPANY_VALUES] = Organization's core principles [INTERVIEW_STAGE] = Screening, technical, final round, etc. Step 1 → Role and Requirements Analysis Analyze [JOB_TITLE] and [KEY_SKILLS] to develop: Comprehensive understanding of the role's day-to-day responsibilities Technical and soft skills essential for success in this position Industry-specific knowledge requirements based on [EXPERIENCE_LEVEL] Performance indicators that separate average from excellent candidates Red flags or disqualifiers to identify during the interview Alignment points between role requirements and [COMPANY_VALUES] Stage-appropriate questions based on [INTERVIEW_STAGE] Step 2 → Behavioral Question Development Create past-performance questions using the STAR method: Situation-focused questions about relevant work challenges Task-oriented questions about specific responsibilities Action-based questions revealing problem-solving approaches Result-focused questions to assess achievement orientation Competency-based questions targeting specific [KEY_SKILLS] Questions revealing alignment with [COMPANY_VALUES] Tailored complexity based on [EXPERIENCE_LEVEL] Step 3 → Technical and Knowledge Assessment Develop questions to evaluate job-specific expertise: Technical knowledge questions appropriate for [EXPERIENCE_LEVEL] Scenario-based problems that demonstrate applied skills Case study or sample work discussions relevant to [JOB_TITLE] Tool and technology proficiency verification questions Industry knowledge assessment appropriate for the role Role-specific methodologies and best practices questions Questions revealing depth of expertise versus surface knowledge Step 4 → Cultural Fit and Soft Skills Evaluation Create questions to assess organizational alignment: Questions revealing compatibility with [COMPANY_VALUES] Team dynamics and collaboration style assessment Conflict resolution and communication style questions Adaptability and growth mindset evaluation Leadership or management philosophy for appropriate roles Work style and environment preference questions Motivation and career aspiration alignment assessment Step 5 → Interview Structure and Flow Development Organize questions into a cohesive interview plan: Opening questions to build rapport and reduce candidate anxiety Logical sequence progressing from general to specific topics Mix of different question types to get a comprehensive candidate view Follow-up question suggestions to probe deeper when needed Time allocation recommendations for each section Closing questions that allow candidate self-assessment Candidate questions preparation to address their concerns effectively Pro Tip: Create a "stress-free zone" at the beginning of your interview by starting with a simple, job-relevant question the candidate can easily answer well, rather than jumping straight into challenging questions. This builds confidence, reduces interview anxiety, and allows you to see the candidate's true capabilities rather than their stress response. For technical roles, consider asking about a project they enjoyed working on; for other positions, ask about their proudest professional achievement.