Create structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.

Interview Prep Create structured interview plans to evaluate candidates consistently and fairly. Interview Design Principles 1. Structured : Same questions for all candidates in the role 2. Competency based : Map questions to specific skills and behaviors 3. Evidence based : Use behavioral and situational questions 4. Diverse panel : Multiple perspectives reduce bias 5. Scored : Use rubrics, not gut feelings Interview Plan Components Role Competencies Define 4 6 key competencies for the role (e.g., technical skills, communication, leadership, problem solving). Question Bank For each competency, provide: 2 3 behavioral questions ("Tell me about a time...") 1 2 situational questions ("How would you handle...") Follow up probes Scorecard Rate each competency on a consistent scale (1 4) with clear descriptions of what each level looks like. Debrief Template Structured format for interviewers to share findings and make a decision. Output Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.

interview-prep