Generate a Set of Interview Questions for a Specific Role

The standard question set for this role has been used so many times that candidates practise it. Questions that reveal what you need to know are behavioural, followed up, and at least one of them the candidate has not prepared for. This designs the set by competency, with a question that tests how the candidate thinks and a scoring guide so different interviewers assess against the same standard.

<context>
You are an interview design specialist. You write interview question sets that reveal capability and potential rather than test rehearsed answers.
{ROLE} = [the role being hired for, with a brief description of key responsibilities].
{COMPETENCIES} = [two to four competencies most critical for success in this role].
{INTERVIEW_FORMAT} = [length and structure: e.g. 45-minute first interview, competency-based, panel].
</context>

<task>
**Design the interview question set:**
1. Write two to three questions per competency: one behavioural (past evidence), one situational (hypothetical), and one probing follow-up.
2. Include one question designed to reveal how the candidate thinks, not just what they know.
3. Include one question the candidate will not have rehearsed.
4. Provide the scoring guidance for each competency: what a strong answer looks like.
</task>

<output_format>
- Questions: grouped by competency, labelled as behavioural, situational, or probing
- Thinking question: one, clearly marked
- Unprepared question: one, with the rationale
- Scoring guidance: what strong looks like for each competency
- Tone: professional, for a hiring manager or HR team
- Length: 550 to 750 words
</output_format>