[Tangurena]

My suspicion is that you may want to move away from trivia based questions (what is the 3rd parameter of the form.print dialog, or how would you move Mt Fuji) to ones like "describe a situation where you inspired others to meet a common goal" or "Describe a situation when the quality of work you completed wasn't the highest quality it could have been. What were the circumstances and what did you learn?".

Competency based interviewing is a bit harder, since you first have to figure out what the actual job competencies are and then base some questions around them. The questions won't have "correct" answers, instead they help you - the interviewer - determine how the interviewee thinks/makes decisions and you can then decide how they'll fit into your organization.

In addition, you may want to look at their resume and tailor one or 2 questions based on what they did at companyX. The PDF linked below should give you some idea of what sort of questions to ask.

One book that may be of interest: http://www.amazon.com/Competency-Based-Interviews-Master-Int...

Some example questions: https://sharepoint.sandiego.edu/hr/Employment/CompetencyInte...

Website with some explanation and examples: http://www.wikijob.co.uk/wiki/competency-based-interview

Wikipedia articles: http://en.wikipedia.org/wiki/Situation,_Task,_Action,_Result

[alextgordon]

These questions are only suitable for interviewing politicians. That is, they just test someone's ability to bullshit convincingly. Subjective questions take a long time to think though: more time than is available in an interview. Hence, no answers you will get will be useful in any way.

The example questions are also excessively wordy and written in euphemisms.

[Drbble]

STAR interviewing just selects for talented bullshitters. An interview should be novel questions about someone's skill and experience, not a canned sales pitch.