interview-prep

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