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name: interview-prep description: Create structured interview plans with competency-based questions and scorecards. Trigger with “interview plan for”, “interview questions for”, “how should we interview”, “scorecard for”, or when the user is preparing to interview candidates.

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.