Generate structured interview questions in 30 seconds

Yes. Every question in the generator focuses on behavior, skills, or job-related decisions and avoids protected characteristics (age, race, religion, national origin, marital status, pregnancy, disability, sexual orientation). Behavioral questions like "tell me about a time you..." are explicitly recommended by the EEOC and SHRM because they evaluate past job performance rather than personal background. Stay on the structured set and you stay compliant in the US, UK, EU, Canada, and Australia.

Use a consistent 1-5 rubric for each question and grade against the "what to listen for" guidance, not against your gut feel. The best signal comes from the STAR pattern in the candidate's answer: Situation (was it real?), Task (was it their work?), Action (specifically what did they do?), Result (what changed and how do they know?). Score 1 if the candidate gives a hypothetical, 3 if they describe action without a measured result, 5 if the answer is specific, measured, and reflects on what they would change. Average scores across the panel. Don't average within a single interviewer, since halo effects tend to compound.

Never ask about age, marital status, children or family plans, religion, ethnicity, national origin, sexual orientation, disability or health, salary history (illegal in many US states including California, New York, Massachusetts), criminal history before a conditional offer (ban-the-box laws), or anything not directly tied to job performance. Also skip open trick questions like "why are manhole covers round?" The research shows they mostly measure rehearsal, not ability. Stick to job-related behavioral and skill questions and you stay both legal and useful.

Most signal lands in the first 45 minutes. Schedule 60 minutes total: 5 minutes intro, 35-40 minutes structured questions (5-7 questions, including follow-ups), 10 minutes candidate questions, 5 minutes buffer. For technical loops, allow 60-90 minutes per session and split into separate behavioral, technical, and culture interviews rather than cramming. Three 60-minute focused interviews beat one 3-hour grind every time. Decision quality drops off sharply after about 75 minutes of continuous evaluation.

For behavioral and culture interviews: yes for the themes (e.g., "we'll talk about a project you led, a disagreement you handled, and a decision you'd reverse") but no for the exact wording. Themes help candidates recall the right stories. Exact wording rewards rehearsal. For technical interviews: share a problem area or a sample question type so the candidate can prepare relevant work samples. For take-home reviews: share everything in advance and let the candidate walk you through their own thinking. That's the whole point of a take-home. Curriculo's free Starter plan lets you save question sets per job so the panel asks consistent questions across candidates.