Identify what data you need to collect to show that the candidate has skills & knowledge to perform the role, then ask questions to collect that data.
Of course, this requires knowing what skills & knowledge are needed for the role - you may need to review the job description or push on the hiring manager to quantify them.
When asking problem solving or coding questions, work with the candidate as if you were two teammates solving the problem together - don't be adversarial, don't play "gotcha!", don't try to show off or prove yourself smarter.
If you have an awesome candidate, they will be smarter/more skilled/more experienced/more knowledgeable than you in some technical areas. That's a good thing!
Of course, this requires knowing what skills & knowledge are needed for the role - you may need to review the job description or push on the hiring manager to quantify them.
When asking problem solving or coding questions, work with the candidate as if you were two teammates solving the problem together - don't be adversarial, don't play "gotcha!", don't try to show off or prove yourself smarter.
If you have an awesome candidate, they will be smarter/more skilled/more experienced/more knowledgeable than you in some technical areas. That's a good thing!