HR & people · Starter
Draft structured interview questions from a job description
Competency-based questions with what a strong answer looks like, so every candidate gets the same interview.
The task
Unstructured interviews are hard to compare and easy to bias. From the job description, ask the assistant for a small set of competency questions, each with follow-up probes and a description of a strong, adequate and weak answer, for the panel to agree before interviews start.
A prompt to start from
Paste it into your AI assistant, then fill in the bits in [square brackets].
Here is a job description. Identify the four or five competencies that matter most for success in the role. For each:
- One behavioural question ("Tell me about a time...")
- Two follow-up probes
- What a strong, adequate and weak answer would include
Keep questions legal and job-related: nothing about age, family, health, religion or other protected characteristics.
[paste job description]
What to check in the output
- Review with the hiring manager: are these the right competencies?
- Check every question against your organisation's interview guidance.
- Make sure the "strong answer" descriptions don't quietly favour one background.
Before you paste anything in
No candidate data needed for this. Keep candidate notes out of the conversation.
Your organisation's AI policy wins over anything here.
More for HR & people
Rewrite a job advert to be clearer and more inclusive
Cut jargon, separate must-haves from nice-to-haves, and flag wording that puts people off applying.
Answer policy questions from your staff handbook
Draft replies to routine "what's the policy on..." questions, quoting the handbook section.
Build a first-week onboarding plan for a new starter
A day-by-day plan for a new starter's first week, tailored to their role and team.