Conducting Interviews (Structured, Behavioral)

Scope

• Preparing and running structured interviews (screen + loop) with consistent criteria
• Behavioral interviewing mapped to competencies/values
• Getting to “substance over polish” (avoiding “confident but shallow” signal)
• Capturing evidence, scoring consistently, and writing a debrief-ready summary

• “Help me conduct interviews for a <role>.”
• “Create an interview script / interview question set / scorecard for <role>.”
• “Design an interview loop and structured rubric for <role>.”
• “Improve interviewer consistency and reduce bias.”

• You need to define the role outcomes or write the job description (use

  writing-job-descriptions

  first)
• You need legal/HR compliance guidance or to adjudicate complex employment risk (this skill is not legal advice)
• You need compensation/offer strategy or negotiation coaching

Inputs

• Role + level + function (e.g., “Senior PM”, “Engineering Manager”)
• Interview stage(s) to design/run (screen, hiring manager, panel, etc.) + duration(s)
• Evaluation criteria: 4–8 competencies/values to measure (or your existing rubric)
• Company/team context candidates should know (mission, what’s hard, why now)
• Candidate materials (resume/portfolio) + any areas to probe

• Ask up to 5 questions from references/INTAKE.md.
• If criteria aren’t provided, propose a default criteria set and clearly label it as an assumption.

Outputs (deliverables)

1. Interview plan (stage purpose, criteria, agenda, timeboxes)
2. Question map (questions → competency/value → what good looks like → follow-up probes)
3. Interviewer script (opening, transitions, probes, close)
4. Notes + scorecard (rating anchors + evidence capture)
5. Debrief summary template (evidence-based strengths/concerns + hire/no-hire signal + follow-ups)
6. Risks / Open questions / Next steps (always included)

Workflow (7 steps)

1) Intake + define the stage

• Inputs: user request; references/INTAKE.md.
• Actions: Confirm role, stage(s), duration, and who else interviews. Identify must-measure criteria and any “must not” red flags.
• Outputs: Interview brief + assumptions/unknowns list.
• Checks: You can state the stage goal in one sentence (e.g., “screen for X; sell Y; decide Z”).

2) Lock evaluation criteria (don’t improvise later)

• Inputs: competencies/values; role context.
• Actions: Choose 4–8 criteria; define 1–2 “strong” and “weak” anchors per criterion. Ensure each criterion is observable via evidence.
• Outputs: Criteria table with anchors.
• Checks: Every criterion has a definition + evidence hints; no criterion is “vibe”.

3) Build the question map (behavioral first)

• Inputs: criteria table.
• Actions: Write 1–2 primary questions per criterion (behavioral: “tell me about a time…”). Add probes that force specifics (role, constraints, trade-offs, results, what you’d do differently). Add two global questions: “How did you prepare?” and “Why here?”
• Outputs: Question map table.
• Checks: Each question maps to exactly one primary criterion; no double-barreled questions.

4) Write the interviewer script (runbook)

• Inputs: question map; timeboxes.
• Actions: Assemble an interview flow: opening (set context + structure), question sequence, note-taking reminders, and a consistent close: “Is there anything else you want to make sure we covered?”
• Outputs: Interviewer script with timestamps.
• Checks: Script fits in time; includes “sell” moments appropriate to stage; includes candidate questions time.

5) Prepare for “substance over polish”

• Inputs: question map; candidate materials.
• Actions: Add “substance checks” for polished communicators (ask for concrete examples, counterfactuals, and specific decisions). Add “structure help” for less polished candidates (rephrase, clarify what’s being asked) without leading.
• Outputs: Substance-vs-delivery guardrails embedded in the script.
• Checks: The plan reduces false positives from confident delivery and false negatives from imperfect structure.

6) Score using evidence (immediately after)

• Inputs: notes; scorecard template.
• Actions: Fill the scorecard with evidence snippets before discussing with others. Rate each criterion with anchors. Write a 5–8 sentence evidence-based summary and list follow-up questions.
• Outputs: Completed notes + scorecard + summary.
• Checks: Every rating has supporting evidence; the overall recommendation is consistent with criterion ratings.

7) Debrief + quality gate + finalize pack

• Inputs: completed scorecard; debrief template.
• Actions: Produce the debrief-ready packet; run references/CHECKLISTS.md and score with references/RUBRIC.md. Include Risks/Open questions/Next steps.
• Outputs: Final Interview Execution Pack.
• Checks: Clear recommendation + uncertainty; fair process; next steps defined (additional interview, reference check, work sample, etc.).

Quality gate (required)

• Use references/CHECKLISTS.md and references/RUBRIC.md.
• Always include: Risks, Open questions, Next steps.

Examples