interview-kit

name	interview-kit
description	Draft a structured interview kit for shortlisted candidates — questions per competency, evidence sought, and what a strong answer looks like.

Interview Kit

1. Read the role brief. Identify the core competencies (typically three to six) that map to must-haves and key nice-to-haves.
2. For each competency, write:
   • One opening behavioural question ("Tell me about a time you…").
   • One follow-up probe to dig into specifics ("What was your individual contribution vs. the team's?").
   • The evidence the interviewer should listen for (concrete actions, measurable outcomes, reflection).
   • What a strong answer looks like vs. a weak answer (two- to three-bullet contrast).
3. For each shortlisted candidate, append a personalised "gap probe" section: convert their must-have gaps (from the candidate card) into targeted questions that give them a chance to address the gap.
4. Include a scoring guide: rate each answer 1–4 (1 = no evidence, 4 = exceptional evidence with unprompted depth).
5. Close with a consensus-decision section: a brief template for the debrief meeting to record individual scores and reach a hire/no-hire recommendation.