interview-prep

# 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.