Create interview questions and a scorecard
Get structured interview questions tied to what the role needs, plus a simple scoring rubric so you compare candidates fairly instead of by gut feel.
The prompt
Create a structured interview for a [ROLE] at my [TYPE OF BUSINESS].
The 4 to 5 things this person must be good at: [e.g. reliability, handling upset customers, attention to detail, learning our software]
Situations they will face in the first 90 days: [EXAMPLES]
For each competency give:
1. Two behavioral questions ("Tell me about a time...") and one situational question based on our real situations.
2. What a strong answer includes and what a weak answer sounds like.
3. A 1 to 4 scoring scale with a one-line description of each score.
Then add:
- A short practical task or work sample (under 30 minutes) that tests the most important skill.
- A scorecard table I can fill in for each candidate.
- A list of questions to avoid because they touch on protected characteristics (age, family plans, religion, health, and so on).Replace every [BRACKETED] part with your own details before sending.
How to use it
Ask every candidate the same core questions and score right after each interview, before discussing them with anyone. That is the simplest way to make fairer, better hiring decisions.
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