How to Prepare Interview Questions Free — Generator (2026)

Strong interview questions reveal whether a candidate can actually do the job — not just whether they can talk about doing the job. Understanding the three question types, and when to use each, gives you a much clearer signal in less time.

The three types of interview questions

Behavioral questions ask candidates to describe what they did in real past situations. Past behavior is the best predictor of future performance. Examples: "Tell me about a time you missed a deadline" or "Describe a conflict with a manager and how you resolved it." These work for any role.

Technical questions test job-specific knowledge and problem-solving approach. For software roles, these might cover system design, debugging methodology, or code quality practices. For other roles, they assess domain expertise. Technical questions should reflect tasks the candidate will actually face in the first 90 days.

General questions cover motivations, self-awareness, and cultural fit. "Why are you leaving your current role?" and "Where do you see yourself in five years?" fall here. They are useful scene-setters but should not dominate the interview, since they are the easiest to rehearse.

The STAR method for answering behavioral questions

As an interviewer, knowing STAR helps you evaluate answers. As a candidate, it structures your responses. STAR stands for: Situation (the context), Task (your responsibility), Action (what you specifically did), and Result (the measurable outcome). A complete STAR answer typically takes 90–120 seconds. If a candidate cannot articulate the Result, probe: "What happened after that?" or "How did you measure success?"

How many questions to prepare

For a 45-minute interview, prepare 10–12 questions but expect to cover only 6–8. Start with 2–3 general questions to build rapport, move to 4–5 behavioral questions that are role-specific, and close with 1–2 technical questions or scenario problems. Always leave 10 minutes for the candidate to ask their own questions — it is a strong signal of preparation and genuine interest.

What to ask the interviewer

Candidates who ask good questions leave better impressions and make better hiring decisions. The best candidate questions focus on success criteria ("What does success look like in the first 90 days?"), team dynamics, and growth opportunities — not benefits or working hours, which are better addressed with HR. Preparing these in advance signals professionalism.

Use the free interview question generator to get a ready-made list of behavioral, technical, or general questions for any role.