There's two types of interview questions: behavioral and hypothetical.

Behavioral questions: ask to describe prior achievements and match those to what is required in the current job.

Pros and cons:

• they cannot be tricked as the candidate does not know what we're trying to evaluate and will therefore answer what they did in this situation
• they reveals patterns of behavior.

Example: "Tell me about a time your behavior had a positive impact on your team?". Follow-ups: "What was your primary goal and why? How did your teammates respond? Moving forward, what’s your plan?"

Hypothetical questions: present a job-related hypothetical situation.

Pros and cons:

• easy to trick because they are fictional. An individual with sufficient EQ can combine pre-interview knowledge of a company with active empathy. They can craft a response tailored to fit what the interviewer wants to hear.
• if the answer is correct, it means that the candidate knows what to do in that specific situation. However, this does not mean they will be able to do it in a real life situation.

Example: "Imagine you're working on an email product and a competitor starts charging a $5 monthly fee for their product. How would you assess the situation and what recommendation would you make to your team?"