At Collaborative Future we recommend the core of interviews focus on exploring the task you invited them to complete or discussing their key competencies and attributes related to the role based on their strengths. The reason for this is because it ensures you are creating a like-for-like situation for the interview candidates, thus opening up the opportunity for people who haven't had directly relatable experience in the same kind of role or company to demonstrate their potential.
If you want to ask competency-based questions around their previous experiences we recommend you always include a short explanation of what you are hoping they will demonstrate and send out interview questions beforehand to allow people time to think of the best examples they can give.
<aside> ❗ We've found that traditional interview situations (where people have to think on their feet and aren't provided context for your questions) favour neurotypical people who are good at 'passing' interviews rather than neccessarily good at the job. It also favours those who already 'speak the language' of your organisation rather than those who can easily do the job but come from a different background.
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Example interview plans
Product Manager - William Joseph
Below are some example questions with the associated competency/ skill you may be looking to assess when asking this question.