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.