Introduction All human resource professionals appreciate the fact that attracting and retaining the best manpower for a specific job depends largely on the effectiveness of the recruitment, short listing, selection and interview criteria. There are a number of factors that affect the effectiveness of these stages and hence the decisions regarding the “best applicant.” The success in every of the stages depends on both the job seeker and the employer through the human resource section (Buckley, Norris, and Wiese, 2000; 116). The types of questions asked in the interview as well as the structure of the interview process itself is one of the many factors that play a crucial role in selecting the best applicant for the specified job. Upon being shortlisted and possibly securing a chance to interview with the desired company, it is important that the candidate prepares adequately to deal with questions that may be asked in the interview. One has to practice how to respond to a number of questions put forward by the interviewing panel. This helps in gaining confidence when the day comes. However, interviewers are usually turned off by answers which sound as though they have been rehearsed. Therefore, it is the good type of questions that can positively affect the selection of the best applicants for a given position (Hackney and Kleiner, 1994; 8). It is important to note that different interviewers have different interviewing approaches. There are, however, three main types of interviews; structured interview, unstructured, and behavioral interviewing style. Types of Questions It is evident, therefore, that the types of questions asked in an interview determine the quality of candidates selected for employment. Most human resource professionals encourage the use of specific questions which are tailored to suit the goals of the company/employer (Barclay, 1999; 138). Interview questions may be categorized into main subjects of interest. These include; intrinsic and motivational factors, skills and abilities, knowledge of the organization, career goals and objectives, experiences in the desired area, extracurricular activities and college experiences, academic programs and achievements, hypothetical questions, accomplishments and achievements, geographic preferences, and salary and benefits. Asking the right questions in each of the category will go a long way in getting the best from the pool of applicants for a given position (Hartley and Bruckmann, 2002; 21). Intrinsic and motivational factors Under this section, the interviewer gets to know the interviewee through the primary interaction. The interviewer may ask the candidate to describe him/herself, describe who or what had the greatest influence on his/her life, the greatest challenges that he/she has ever faced in life, personal strategies of handling rejection, and factors which motivate him/her to deliver the best in any given situation. By asking these and similar questions, the interviewer is able to identify the source of motivation for the applicant (Dixon, Wang, Calvin et al., 2002; 397). This knowledge is paramount since it determines the suitability of the qualities exhibited by the intervie