interview-question-kit

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

1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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.