| name | Interview Question Kit |
| description | Generates a structured candidate-interview question set where every behavioral (STAR) and role-specific item maps to a defined competency and ships with good/mixed/weak answer anchors. Use when planning or writing a hiring interview loop, building an interview question bank, or turning a job rubric or competency list into per-interviewer questions and scoring anchors. Do NOT use when consolidating completed scorecards into a hire decision — use interview-debrief-synthesizer instead. |
Interview Question Kit
Turn a role's competencies into a fair, comparable question set with per-question scoring anchors, so interviewers assess evidence instead of rapport.
Workflow
- Gather the rubric. Collect the role's defined, job-relevant competencies and their weights. If none exist, derive 4-6 competencies from the job description and confirm them before writing questions. Never write a question that does not map to a competency on this list.
- Allocate questions across the loop. Assign each competency to one or two interviewers who probe it deeply, rather than every interviewer skimming all of them. Write 2-3 items per competency.
- Write behavioral items in STAR form. Ask for specific past situations ("Tell me about a time you shipped under a hard deadline with incomplete requirements"), not hypotheticals. For each, list follow-up probes that separately pull out Situation, Task, Action, and Result, because candidates default to narrating the team's work instead of their own.
- Add a role-specific work sample. Pair behavioral items with a short, realistic job task: a design discussion, a code reading, a mock customer email, a prioritization exercise. Keep it role-true and identical across candidates.
- Write good/mixed/weak anchors for every item. Spell out what a strong answer demonstrates, what a borderline answer looks like, and the red flags. Tie each anchor back to the competency, not to likability.
- Standardize delivery. Specify the question order, the time budget per item, and which follow-ups are allowed, so the same role gets the same loop every time.
- Screen for compliance. Remove or rewrite any item that a candidate could reasonably read as probing a protected characteristic before delivering the set.
Quality bar
- Every question traces to exactly one competency on the rubric; no orphan questions.
- Every question has all three anchors (strong, borderline, red flag).
- At least one work-sample item per loop.
- The loop is reproducible: another interviewer could run it identically from the kit alone.
- Output is the question set plus anchors and delivery notes — not a hire recommendation.
Do NOT
- Do NOT generate questions touching age, family or marital status, pregnancy, religion, disability, health, national origin, or salary history where restricted.
- Do NOT write hypothetical "what would you do" questions where a past-behavior or work-sample item would yield real evidence.
- Do NOT allow free-form, candidate-specific tangents that break comparability across candidates.
- Do NOT assess anything outside the defined, job-relevant competencies.
- Do NOT issue a verdict, ranking, or hire/no-hire call; the panel decides, and the kit only informs that decision.
