Generic interview questions like "what's your biggest weakness" rarely reveal anything useful, because most candidates have a rehearsed answer ready. Better questions ask for specific, real examples instead.
Questions that ask for a specific past situation, the action taken, and the actual outcome tend to reveal real behavior far more reliably than hypothetical or generic questions.
"Describe a time a project was falling behind schedule — what did you do?" or "Tell me about a disagreement with a teammate and how it was resolved" both require specific detail that's hard to fake convincingly.
Asking every candidate the same behavioral question, rather than improvising different ones per candidate, makes it possible to compare answers fairly and spot real differences in judgment.
The best predictor of future behavior is still real past behavior. Questions that force candidates to describe it specifically are far more useful than ones that invite a rehearsed script.