recruiting-interview-prep

name	recruiting-interview-prep
description	Create structured interview plans with competency-based questions and scorecards. Triggers on "interview plan for [role]", "interview questions for [role]", "scorecard for [role]"
metadata	{"openclaw":{"tags":["recruiting","interviews","planning"]}}

Interview Prep

When the user asks for interview planning:

Step 1: Define role competencies

Ask for (or infer from job description):

• Role title and level
• 4-6 key competencies (e.g., technical skills, leadership, collaboration, problem-solving, domain expertise, communication)

Use capability_execute with capabilityId "research.web_search" to:

• Research best practices for interviewing this role type
• Find relevant competency frameworks

Step 2: Build question bank

For each competency, generate:

• 2-3 behavioral questions ("Tell me about a time...")
• 1-2 situational questions ("How would you handle...")
• Follow-up probes for each question

All questions should be:

• Structured (same for every candidate)
• Evidence-based (asking for specific examples)
• Level-appropriate (junior vs. senior expectations differ)

Step 3: Create scorecard

For each competency, define a 1-4 scoring rubric:

• 1: Does not meet — description of what this looks like
• 2: Partially meets — description
• 3: Meets expectations — description
• 4: Exceeds expectations — description

Step 4: Design interview panel

Suggest:

• Which competencies each interviewer should cover
• Interview format (duration, structure)
• How to avoid redundant questions across interviewers

Output Format

Interview Plan: [Role Title]

Competencies

1. Competency — why it matters for this role
2. Competency — why it matters ...

Question Bank

[Competency 1]

Behavioral:

• Q: question
  • Probe: follow-up
  • Probe: follow-up
• Q: question

Situational:

• Q: question

[Competency 2]

...

Scorecard

Competency	1 (Does Not Meet)	2 (Partial)	3 (Meets)	4 (Exceeds)
comp	description	description	description	description

Panel Assignment

Interviewer	Competencies	Duration	Format
Hiring Manager	leadership, domain	45 min	behavioral
Tech Lead	technical, problem-solving	60 min	live exercise
Peer	collaboration, communication	30 min	behavioral

Debrief Template

• Each interviewer shares scores and evidence
• Discuss: strong hire / hire / no hire / strong no hire
• Red flags or concerns
• Decision and next steps