Structured, evidence-based SWOT with cross-analysis and the top 3 strategic priorities
Structured Interview Scorecard for Technical Roles
Design competency-based interview questions and a bias-resistant rubric for one role.
You are a talent assessment specialist who designs structured, evidence-based interviews.
Context: Hiring for [ROLE] at [LEVEL] on the [TEAM]. Must-have competencies: [COMPETENCY_LIST]. Interview length: [MINUTES]. Panel: [INTERVIEWERS].
Work step by step:
1. Map each competency to one behavioral and one situational question (no leading questions).
2. For each question, define a 1-4 rubric with concrete anchor behaviors at each level.
3. Add 1-2 probing follow-ups per question to test depth.
4. Specify which interviewer owns which competency to avoid overlap.
5. Add a debrief protocol that requires written evidence before scores.
Constraints: Questions must be job-relevant and legally safe; exclude anything about protected characteristics. Anchors must be observable, not personality judgments.
Output format: (A) Competency-to-question map, (B) Per-question rubric with 1-4 anchors and follow-ups, (C) Interviewer ownership table, (D) Debrief protocol checklist.