You might want to write some of those questions again. Most of them don't make sense through poor spelling/grammar.
Most of what I think you are trying to ask anyway is too specific to a given role. You need to ask about previous experience and gradually ease into a particular topic asking for examples and scenarios etc.
i.e.
Interviewer: Do you have any experience with Active Directory?
Interviewee: Yes, some.
Interviewer: OK, at what level have you been involved with AD in the past? Can you give us some examples?
Interviewee: I've reset user passwords, created accounts and general maintenance.
Interviewer: OK, so can you give me an example of how you might diagnose a problem whereby a user is complaining that they cannot logon?
The above is just a very basic example and as an interviewer you should target the areas that matter most for the role.
You should try to ask some general competency based questions if you like this format. i.e. Can you give me an example of when you have delivered a good level of customer service/worked in a team/had a bad experience at work and how you dealt with it. etc. This should show good preperation as these come up so often in interviews that people should have something lined up, or atleast should be able to talk logically through an example that they can think of.
If you feel the need, maybe do a quickfire bit at the end having talked about the majority of key areas vital for the role where you can go through quicker questions just to get a feel of knowledge/experience of said candidate, i.e.
- What does <insert acronym here> stand for
- Name 5 different Operating systems
- What is an IP address?
- What is TCP IP?
- What does RAID stand for and what is it?
etc
etc
etc
