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Job Interview Question Generator

Prepare an interview in a minute. Enter the job title, choose the level and the skills you want to probe, and get a balanced set of behavioural, role-specific, situational and motivation questions. Candidates can use the same list to practise, and tick the last box for good questions to ask the interviewer.

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  • No sign-up
  • Free to use

Separated by commas.

Types of question

Ask every candidate the same core questions. Avoid questions about age, marital status, family plans, religion, health or origin: in many countries they are unlawful.

Interview questions

    How to use Job Interview Question Generator

    1. Enter the job title and choose the level.
    2. Add the skills you want the questions to cover.
    3. Tick the types of question you want.
    4. Star the questions you will use and copy your shortlist.

    Job Interview Question Generator features

    Five question types

    Behavioural, role and skills, situational, motivation, and questions for the candidate to ask.

    Level-aware

    Adds leadership questions for leads and learning questions for entry-level roles.

    Skill-specific

    Works the skills you enter into the questions.

    Balanced set

    Draws from each ticked type in turn.

    Shortlist

    Build your interview guide by starring questions across several rounds.

    Fair by design

    Contains no questions about protected personal characteristics.

    When to use Job Interview Question Generator

    • Preparing a structured interview as a hiring manager.
    • Practising answers before your own interview.
    • Creating a shared question set for an interview panel.
    • Finding questions to ask at the end of an interview.

    Job Interview Question Generator FAQ

    What is a behavioural question?

    One that asks what the candidate actually did in a past situation: “Tell me about a time…”. Past behaviour is among the better predictors of future behaviour, which is why these questions are central to structured interviews.

    What is a situational question?

    A hypothetical: “What would you do if…”. It shows how the candidate reasons about situations they may not have met yet, which is useful for junior roles.

    How many questions do I need?

    For a 45-minute interview, six to eight main questions with follow-ups, leaving time for the candidate’s questions.

    Why ask every candidate the same questions?

    It makes answers comparable and reduces bias. Structured interviews, where each candidate gets the same questions scored against agreed criteria, predict job performance better than free conversation.

    Which questions must I avoid?

    Anything about age, marital or family status, pregnancy, religion, ethnicity, health or disability, or other protected characteristics, unless your law specifically allows it. Ask only about the ability to do the job.

    How should a candidate answer behavioural questions?

    With a specific example in four parts: the situation, your task, the action you took and the result. Prepare a handful of such stories that can be adapted to different questions.

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    Good interviews are prepared

    An interview is a short and expensive conversation on which a large decision rests. Left unprepared, it drifts into small talk, and the interviewer chooses the candidate they found most pleasant. Preparation, a fixed set of relevant questions asked of every candidate, is what turns it into a fair and useful comparison.

    Different kinds of question reveal different things. Behavioural questions ask for evidence: what did you do, in a real situation, and what happened? Situational questions test judgement in circumstances the candidate may not have faced. Questions about the role and its skills show depth of knowledge and how the candidate thinks about the work. Motivation questions show whether the job and the person want the same things.

    The follow-up matters as much as the question. “What exactly was your part?”, “What would you do differently?” and “How did you know it had worked?” separate rehearsed answers from real experience. Agree beforehand what a strong answer would contain, take notes during the interview, and score each answer before discussing candidates with colleagues.

    Leave time for the candidate’s questions. They reveal preparation and priorities, and the interview is also the candidate’s chance to judge you. Finally, keep to what is relevant to the job. Questions about private life are not only irrelevant; in many countries they are unlawful and expose the employer to claims.

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