How to Write Interview Questions

Consider the size and demographic makeup of your office when you write interview questions. While a candidate may possess the skills and education to succeed in your business, he may be uncomfortable when working with younger employees or in a small office. Ask a candidate about his ideal office environment.

Inquire about gaps in an applicant's employment history and time that is not accounted for on a resume. Extensive periods of time between jobs may indicate a lack of drive or motivation in a potential employee. In contrast, unaccounted time may have been spent traveling, volunteering, caring for a loved one or working on a college degree.

Test out an applicant's critical thinking skills with hypothetical questions. For every position, your main goal is to find someone who can take her skills and apply them to a situation that changes from day to day. Hypothetical questions allow you to view an applicant's thought process in action.

Determine an applicant's motivations by writing questions about advancement opportunities and long-term goals. Potential employees who have a long-term goal of growing with a company will be eager to work hard toward your company's success. Applicants who see your company as a stepping stone toward bigger things may not be the best choice for a job.

Understand the importance of availability, geographical location and personal factors when you write interview questions. You should ask if there are other commitments that keep an applicant from working normal business hours. Also, you should think twice about hiring a candidate who lives far from your office, unless she is willing to move. Two-hour commutes will quickly take their toll.