structured-interview-kit

name	structured-interview-kit
description	Use when designing or revising a role's interview loop — builds a competency-to-stage map, standardized questions, leveled rubrics, and interviewer instructions so evaluation is consistent and bias-resistant.

Structured Interview Kit

A playbook for building an interview loop that measures the same thing, the same way, for every candidate. The failure mode it prevents: five interviewers asking overlapping questions, grading on gut feel, and a debrief that converges on whoever spoke first.

Map competencies to stages

1. List the must-have competencies from the scorecard. These, and only these, are what the loop grades.
2. Assign each competency to exactly one stage and one interviewer. Full coverage, zero overlap — if two stages assess the same competency, merge or reassign until each is owned once.
3. Confirm every competency has an owner and no interviewer is asked to grade more than they can observe well in one session.

Write questions and rubrics

4. For each competency, write a primary question and two or three follow-ups. Prefer "walk me through a time you actually…" over hypotheticals; past behavior and real work samples predict better than speculation.
5. Write a leveled rubric per competency — strong / adequate / weak — with a concrete description of what an answer at each level contains. The test: two interviewers grading the same transcript should land on the same level.
6. Standardize the questions across candidates for a role. The candidate varies; the questions don't.
7. Where the competency is a skill, design a time-bounded work sample with its own grading guide, so ability shows through polish.

Remove bias by construction

8. Strike prompts that reward pedigree, culture-sameness, or quick talkers over the actual competency.
9. Instruct interviewers to record observations separately from judgments, and to grade independently before any debrief discussion.
10. Include a short interviewer brief: their competency, their questions, their rubric, and what earlier stages already covered so they don't re-litigate it.

Quality bar

• Every scorecard competency is covered exactly once.
• Rubrics are concrete enough that two strangers agree on a grade.
• Questions are standardized and free of leading or pedigree cues.
• Interviewers grade independently first — the kit enforces it.

Output format

Interview kit: competency-to-stage map → per-stage question sets with leveled rubrics → work-sample exercises with grading guides → interviewer briefs and independent-grading instructions.