Create structured interview plans to evaluate candidates consistently and fairly.
Interview Design Principles
Structured
Same questions for all candidates in the role
Competency-based
Map questions to specific skills and behaviors
Evidence-based
Use behavioral and situational questions
Diverse panel
Multiple perspectives reduce bias
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.