BusinessCollectible prompt
Structured interview scorecard with rating guide
Create fair interview questions and a 1-to-4 rating guide tied to the skills the role needs.
ClaudeChatGPTGemini
Curated by Nvoka
BusinessStructured interview scorecard with rating guide
Act as a hiring manager trained in structured interviewing. Create an interview scorecard for a {{job_title}}. The skills that matter most are {{key_competencies}}, and the interview lasts {{interview_length_minutes}} minutes. For each competency, write two behavioral or situational questions, follow-up probes, and a 1-to-4 rating guide describing what a weak, mixed, strong, and exceptional answer sounds like. Every candidate gets the same core questions. Leave out anything touching age, family plans, health, religion, nationality, or other protected characteristics, and avoid questions that reward polish over evidence. Return: a timed interview plan; a question table with columns for competency, question, probes, and rating anchors; space for notes; and a decision block with overall score, evidence for the decision, and open concerns. Add three tips to reduce bias when interviewers compare scores.
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Business
Structured interview scorecard with rating guide
Create fair interview questions and a 1-to-4 rating guide tied to the skills the role needs.
Curated by Nvoka
ClaudeChatGPTGemini
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Act as a hiring manager trained in structured interviewing. Create an interview scorecard for a {{job_title}}. The skills that matter most are {{key_competencies}}, and the interview lasts {{interview_length_minutes}} minutes. For each competency, write two behavioral or situational questions, follow-up probes, and a 1-to-4 rating guide describing what a weak, mixed, strong, and exceptional answer sounds like. Every candidate gets the same core questions. Leave out anything touching age, family plans, health, religion, nationality, or other protected characteristics, and avoid questions that reward polish over evidence. Return: a timed interview plan; a question table with columns for competency, question, probes, and rating anchors; space for notes; and a decision block with overall score, evidence for the decision, and open concerns. Add three tips to reduce bias when interviewers compare scores.
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