AI Prompts for Interview Question Banks

An interview question bank is only as good as the mapping behind it: each question tests a named competency at a stated level, has probes that get to the candidate's own actions, and has a scoring rubric with anchored descriptions. Without that, a bank is a list of things to ask, and interviewers drift back to their favorites.

This page keeps the original interview-kit prompt and adds two around it: building a reusable bank organized by competency and level so kits can be assembled consistently across roles, and reviewing a set of questions for bias, legality and whether they actually predict anything.

Before you use these

Have these ready to replace the highlighted [variables]:

• Competencies and their behavioral indicators, by level if you have a framework
• The roles the bank must serve
• Existing questions in use and any known problems
• Legal guidance on questions to avoid in your jurisdiction

The prompts

• 1. Create a structured interview kit
• 2. Build a reusable question bank by competency and level
• 3. Review a question set for bias and predictive value

1. Create a structured interview kit

Create a structured interview kit for hiring a [job title]. Include: 6 behavioral questions mapped to competencies [list competencies], 3 role-specific scenario questions, follow-up probes for each, a 1-5 scoring rubric with anchored descriptions, and red flags to listen for. Add guidance on questions to avoid for legal/bias reasons.

2. Build a reusable question bank by competency and level

Act as a talent assessment lead building an interview question bank for [company].

Competency framework: [competencies with behavioral indicators by level]
Levels: [e.g. associate, professional, senior, lead, manager]
Roles served: [families]

1. Bank structure: competency → level → questions, each tagged with the indicators it tests, the stage it suits, and the roles it applies to.
2. For each competency and level: two behavioral questions and one scenario or work-sample question; probes; anchored 1–4 scoring with example evidence per level (what 'senior' evidence looks like versus 'associate').
3. Usage notes per question: what it discriminates well, common weak answers that sound strong, contexts where it does not apply and the alternative.
4. Kit-assembly rule: how a role's kit is built from the bank (competencies from intake → level → one question per competency per stage), so every candidate for a role gets the same set.
5. Maintenance: how questions are retired (over-exposed, poor discrimination), how new ones are added, who owns the bank.
6. Governance: legal review of new questions; the list of topics never included.

Write the questions in full. Level variants must differ in the depth of judgment expected, not just in wording.

3. Review a question set for bias and predictive value

Act as an assessment reviewer auditing an interview question set for [role / company].

Questions: [paste with the competency each claims to test]
Outcome data: [if any: scores vs later performance; interviewer feedback]

For each question:
1. Job-relatedness: does it test a defined competency with behavioral evidence, or an impression (enthusiasm, 'fit', hobbies)?
2. Bias exposure: does it favor candidates from particular backgrounds, companies or life circumstances without job reason? Rewrite to an equivalent that any qualified candidate could answer.
3. Legality flags: anything touching protected characteristics or their proxies (family, health, age, origin, religion, union) — mark for removal and verification with HR/legal.
4. Predictive value: hypotheticals that reward articulate guessing; questions with 'known' right answers; questions every candidate rehearses. Replace with past-behavior versions.
5. Discrimination between candidates: questions everyone answers the same way add nothing; remove or sharpen.
6. Verdict: keep / revise (with the rewrite) / remove, and the competency left uncovered if removed.

Then: the three highest-risk questions currently in use and the immediate replacement for each.

Related prompts

• Structured Interview Design
• Interview Scorecards
• Candidate Comparison and Hiring Debriefs
• Competency Frameworks
• Phone Screen Guides
• Interview Prep prompts (for candidates)

Logical next step

After this, most HR teams move on to Structured Interview Design.

All Human Resources prompts · Search the full library