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Be careful of tactics like 'throwing them off'. Making up words is not going to a differentiate between honest or dishonest. People react differently in stressful situations and they might not have heard you well. I think you would be better suited by putting people at ease. It helps them think more clearly.

You need to keep the questions relevant to the job and company culture. Keep these things in mind.

All candidates should be asked the same questions in the same order. The questions should be pre-determined and based on the qualties, competencies or experience you are looking ofor. It makes it easier to compare apples to apples and keeps it legal. (FYI, discrimination lawsuits rocket during time of high enemployment!)

The questions should be behaviorial in nature and answers should contain depth and you should push for depth. You can really drill down into a few questions. Example: We all face the same challenge when we don't know what we don't know. Tell me about a time when you were in over your head, but didn't realze it until you were in the situation. By talking through a difficult scenerio like that, you will be able to assess their thought process and methods. Many follow on questions would be generated from that question. What did you learn; Were you embarrasd to ask for help; Who did you go to for help, etc.

We actually generate questions per position for our hiring managers after agreeing on the compencies and experience we are looking for.