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Documentation Index

Fetch the complete documentation index at: https://docs.heymilo.ai/llms.txt

Use this file to discover all available pages before exploring further.

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Crafting Compelling Interview Questions

Learn how to craft effective interview questions to find the best candidates, with tips, examples, and customization tools to make your interviews more insightful and efficient!
The quality of your interview questions directly impacts the quality of candidates you identify. HeyMilo automatically generates interview questions for every role. You can review, edit, reorder, or replace these questions at any time. This guide shows you how to review, refine, and customize those questions to get stronger signal from candidates

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AI-Generated or Custom Questions

Our AI can automatically create relevant questions based on your job description:
  • Saves time - Questions ready in seconds
  • Industry-specific - Tailored to your role and sector
  • Best practices - Based on successful interview patterns
  • Comprehensive coverage - Ensures all key areas are addressed
Recommendation: Start with AI-generated questions, then customize based on your specific needs and experience.

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Re-use Existing Questions

When adding questions to your agent, you can pull from questions you’ve already created in other agents.
  1. In the Questions & Scoring step, click Re-use Existing Question
  2. The Question Library drawer opens, showing questions from your workspace
  3. Search or browse questions by type (voice, SMS, resume, form)
  4. Click a question to add it to your current agent
Questions are automatically saved to your library as you create agents—no extra steps needed.
Tip: This is useful when you frequently assess the same skills across roles (e.g., communication, problem-solving) and want consistent questions.

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Types of Effective Interview Questions & Examples

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Question Crafting Best Practices

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Customizing Follow-Ups

Each voice or video interview question can include smart follow-up questions that adapt to the candidate’s response. Follow-ups help clarify vague answers and encourage candidates to expand when more detail is needed.
You can:
  • Set a follow-up range using the slider (for example, 0–1 or up to 5 follow-ups)
  • Control depth per question, allowing more probing only where it matters
  • Keep interviews balanced—the UI will warn you if too many follow-ups may impact candidate experience or performance
How follow-ups work:
  • Follow-ups are generated dynamically based on what the candidate says
  • The slider sets a maximum range, not a guaranteed number
  • Follow-ups are optional and never required
Best practice:
Start with 0–1 follow-ups for most questions. Increase only for questions where additional context is critical. Always test before going live to ensure the pacing feels natural.

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Setting Up Scoring Criteria

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Question Weight Distribution

When your questions have different score weights, a Question Weight Distribution pie chart appears below your questions list. This gives you a visual breakdown of how much each question contributes to the candidate’s overall score.
Each segment of the pie chart represents one scored question. The size of the segment shows its relative weight compared to other questions.
Tip: Use the pie chart as a gut check before going live. If your most important question is a tiny sliver, bump its weight. If a minor question dominates the chart, dial it back.

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Question Optimization Tips

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Leveraging Data and Insights

Pro Tip: The best interview questions are those that help you predict on-the-job success. Focus on behaviors and experiences that directly relate to the role requirements.

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Ready to Configure Scoring?

Once you’ve crafted compelling questions, the next step is setting up scoring criteria that helps you identify top candidates quickly and objectively. We’ll show you how to weight different factors and create scoring rubrics that align with your hiring goals. Remember: Great questions are just the beginning. The real power comes from consistent evaluation criteria that help you make data-driven hiring decisions.