candidate-interview-planning

$npx mdskill add Significant-Gravitas/skills-catalog/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.

SKILL.md

.github/skills/candidate-interview-planningView on GitHub ↗
---
name: candidate-interview-planning
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.
license: Apache-2.0
metadata:
  author: Anthropic
  source: anthropics/knowledge-work-plugins/human-resources/skills/interview-prep
  source_url: https://github.com/anthropics/knowledge-work-plugins/blob/8f8779a1681ea2f8dc697a6b3063d5e3e7f7460c/human-resources/skills/interview-prep/SKILL.md
  upstream-commit: 8f8779a1681ea2f8dc697a6b3063d5e3e7f7460c
  original-name: interview-prep
  packaged-by: AutoGPT
  packaged-on: '2026-09-25'
---

> 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.

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