[AdobeCreativeSuite]

Really didn't help me to undestand what they wanted with this job.

Start by asking "What do you want with this job?" or variant thereof.

[ambiddetcat]

Afterwards, ask them what they think the job is.

[WapSaibian]

If it's a woman: "Will you have sex with me for this job?"

[gIWnXYkw]

As long as you ask open questions (who, what, where why, how, when) that are relevant and specific, you usually get a decent answer.

Avoid questions with yes or no answers, or conditional questions like "Can you give an example?" instead say "Give an example".

Avoid multiple questions in a single run.

Use pauses, it makes the other person want to speak to fill the gap.

[ljq0AYOV]

Disclaimer: I've never done anything more than graduate recruitment/screening, but here are some of my favorites:

To what extent do you consider yourself as "being successful"?

What have you done--outside your jobs and education--to expand your knowledge?

Why do you want to work for this organization?

Why should we hire you?

What motivates you to do your best?

What are lessons learned from past mistakes?

[Adimonnna]

Yeah, the behavioral stuff. Not to get positive infor but to give them a chance to eliminate themselves without realizing it. But of course if you suspect the person is coached for standard behavioral questions just stop asking them because they won't work.

Besides a few business related technical questions to verify that they aren't bullshitting on their resume, my favorite is always "what's your biggest weakness?" It's fun to watch them squirm. "what was your last failure and what did you learn from it?" I really don't care what they answer but rather how they answer. YOU can tell the schemers that are thinking, how can I answer this and still look good.

The guys that answer, I work to hard and should spend more time home with my family, I can usually eliminate. The best coached answer is "sometimes I try to hard/long to figure something out about something when I probably should have asked for help. I'm working on asking quicker.

In a regular interview that last 60 minutes, there's no question you can ask that will 100% guarentee that you will make a good hire, but behavioral questions can eliminate the losers.

The key is to keep them talking. Just to see how stupid they become after about 30 minutes.

Remember it's you versus them. Make sure to masturbate while interviewing them so they know for certain that you're getting off on the power rush.

[Boveosteors]

Always ask questions that require them to show a specific example. "What is your biggest weakness" is fine, but "Tell me about a time when you were able to overcome your biggest weakness" is better. Use those to find out whether the person actually understands the question. For example, if I were interviewing my replacement [or someone in the same position as me - data programmer], and interviewing someone with experience in the field, I would ask:
"Describe to me a particularly memorable time when you had to deal with badly formatted or inconsistently formatted data." - shows they know something about data, but also shows what they consider "memorable" ie a big deal [are they a whiner or not, and are they able to handle difficult things]
"Describe to me a time when you had a difficult time fitting your data to the report you were asked to produce." - shows both the whiner/difficult thing above, and also what they are able to handle in terms of reporting, and also creativity
"Describe to me a time when you found an error data you delivered to the client, and when you dug into it, you found that it was your fault. What did you do?" - shows they can admit to mistakes, potentially shows their honesty [not that they'd say they would cover it up, but in their description of the issue], and working under pressure

Of course a candidate can prep for stuff like this, but prepping in and of itself is a good thing [even if it just covers bad things]; at least they put some effort into it. And, you'd be surprised at how many people flunk these anyway

[bs44MhUW]

Hmm, I always was fond of the out from left field questions. Those always stand out to me as my most memorable interviews.

It's been awhile since I've gotten a job based of an interview though. My last two jobs were both through word of mouth.

[socialkiiii]

Remember it's you versus them. Make sure to masturbate while interviewing them so they know for certain that you're getting off on the power rush.

This is an insightful comment that went over Rah's head. You're a pretty good poster. The only thing will ever go over your head is Chinese missiles when Taiwan gets annihilated.

Rah, you should probably stop jerking the power chain. When I interview people, I do not try to trap them or ask them stupid questions about their weaknesses while reading too much into their stupid answers. Garbage in, garbage out. Be more interesting, test their balls, as seen in this clip. http://www.rawmeat.com/link.php?id=11909

[BoboStin]

Do you work at a comedy club? It's either that or a house for the retarded.

[ZonaPutaX]

What Dauphin said. You can also try "where do you want to be in 5/10/x years" and probe further based on their response.

(Don't say "doing your wife," don't say "doing your wife," don't say "doing your wife") "Doing your...son?"