Interview questions should be more than just asking and having the answer from the applicants. This is about getting the right answer from qualified candidates and identifying the "good" responses from the bad ones.
Of course, recruiters would not claim to be experts in this the first time around because it takes practice and experience to know how. Though that is the case, reading about this could be helpful. There is one instance featured in this article which identifies which answer could be expected from a good applicant and also, from the bad one. Here is an excerpt:
Q: Tell me about a time you were in a stressful situation; how did you deal with it?
A: Poor candidates may deny they get stressed at all, or confess that they call in sick if they experience stress; whereas quality candidates will outline how they systematically overcame the stressful event by delegating work, speaking with their manager or taking other measures to ensure they met their team's budget / schedule.
Isn't it helpful? 
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