candidate-interview-planning

Packaging adaptation by AutoGPT, 2026-09-25. Original authorship and licence are retained. Changes are limited to the recorded name, metadata and local references; see ATTRIBUTION.md in this package.

Interview Prep

Create structured interview plans to evaluate candidates consistently and fairly.

Interview Design Principles

1. Structured: Same questions for all candidates in the role
2. Competency-based: Map questions to specific skills and behaviors
3. Evidence-based: Use behavioral and situational questions
4. Diverse panel: Multiple perspectives reduce bias
5. Scored: Use rubrics, not gut feelings

Interview Plan Components

Role Competencies

Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).

Question Bank

For each competency, provide:

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

Scorecard

Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.

Debrief Template

Structured format for interviewers to share findings and make a decision.

Output

Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.